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A daily briefing on European HR, labour law and compliance developments for SME HR teams across the EU, UK, Switzerland and the Nordics. Top story: Belgium overhauls night work, notice periods and working schedules from 1 July A broad package of Belgian employment law reforms took effect on 1 July 2026, giving employers significantly more flexibility on working time, temporary work and dismissal costs. The centrepiece is the abolition of Belgium's longstanding general prohibition on night work (previously defined as work between 20:00 and 06:00). Employers can now introduce night work through a straightforward amendment to working regulations or a company-level collective agreement, without needing a specific legal justification. For distribution, logistics and e-commerce businesses covered by designated joint committees (including JC 200, JC 226, JC 311 and JC 312), the definition of night work narrows further: only hours between 23:00 and 06:00 count. New hires in these sectors from 1 July onwards receive night premiums only for the 23:00 to 06:00 window, while existing employees retain their previous entitlements under a transitional regime. Separately, the maximum statutory notice period for employer-initiated dismissal is now capped at 52 weeks for contracts starting from 1 July, meaning seniority beyond 17 years no longer increases notice obligations. The package also allows employers to replace detailed working schedules with a flexible framework specifying which days, daily windows and minimum/maximum hours apply, and lowers the minimum weekly hours for part-time contracts from one third to one tenth of a full-time equivalent. What to do: If you employ staff in Belgium, review and update working regulations to decide whether to adopt the new flexible framework option. E-commerce and distribution employers should check which joint committee applies and adjust night-shift premium calculations for new hires accordingly. Update contract templates to reflect the 52-week notice cap and the new part-time minimum threshold. Also developing Greece: Law 5316/2026, transposing the EU Pay Transparency Directive, was published in the Government Gazette on 6 July 2026, making Greece the fifth EU member state to complete transposition and the first in southern Europe. The main operational obligations take effect on 1 November 2026. Employers must document pay structures in writing, including review procedures and clear remuneration elements for each worker category. Job applicants must receive salary-range information before an interview or, if none takes place, before signing. Employers with 150 or more employees must submit their first gender pay gap report by 7 June 2027. Fines range from EUR 300 to EUR 50,000 per violation, with recurring quarterly penalties for non-compliance. What to do: Employers with operations in Greece should use the window before 1 November to audit pay structures, prepare reporting processes and eliminate salary-history questions from recruitment. The first reporting deadline for employers with 150+ staff is less than 12 months away. Germany: The Stralsund Labour Court rejected a lawsuit by the Marburger Bund doctors' union demanding minute-precise electronic timekeeping for overtime at University Medicine Greifswald. In its ruling of 2 July, the court held that monthly timesheets approved by a supervisor are sufficient to meet documentation obligations under the applicable collective agreement. The decision is relevant beyond healthcare: it suggests that employers using manual or supervisor-approved timesheets are not automatically in breach of working-time recording requirements, provided the system captures the data required by the applicable agreement or regulation. Separately, German courts have confirmed that contractual clauses waiving overtime pay (Abgeltungsklauseln) are valid only if they specify a concrete upper limit, typically between 10% and 15% of regular working hours. What to do: German employers relying on manual or monthly timesheets should verify that their system captures the data required by their applicable collective agreement. Review overtime-waiver clauses in contracts to ensure they include a specific percentage cap. Netherlands: The government has published a draft decree setting out detailed reporting rules for employers under the EU Pay Transparency Directive. The public consultation is open until 31 July 2026. While the Netherlands missed the 7 June transposition deadline, it has signalled a target date of 1 January 2027 for the main legislation. The draft decree specifies the format, methodology and data points for gender pay gap reporting. What to do: Dutch employers with 100 or more employees should review the consultation document and consider submitting feedback before 31 July. Begin preparing the data infrastructure for pay gap reporting, as the January 2027 target is approaching quickly. On the radar Belgium, 1 August notice period change: From 1 August, a uniform one-week notice period applies during the first six months of employment for contracts concluded on or after that date. This is separate from the 52-week cap described above and applies to early-stage terminations. Germany, employment reform package (previously covered): The 34-measure reform package, including day-one sick-note requirements, extended fixed-term contracts (up to four years, six renewals) and a new high-earner termination mechanism, still requires Bundestag approval. EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026. Several are expected to publish draft legislation in the autumn. Sources Baker McKenzie: Belgium new legislation on various Belgian employment law provisions (May 2026) Bird & Bird: Belgium employment law, another set of upcoming reforms relating to working time and work regulation iGlobal Law: Belgium key employment law legislative changes Lewis Silkin: Greece transposes the EU Pay Transparency Directive, what employers need to know (13 July 2026) Zepos & Yannopoulos: Law 5316/2026, Greece transposes the EU Pay Transparency Directive Ad Hoc News: German courts and government reshape labour rules (July 2026) Asanify: EU salary range disclosure binds employers (10 July 2026) Europe HR Compliance Pulse is an informational summary of publicly reported legal and regulatory developments. It is not legal advice. Always confirm obligations for your specific situation and market with a qualified adviser.

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