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 restores probationary flexibility with one-week notice period for new hires
The Act of 3 June 2026 took effect on 1 August, introducing a one-week notice period during the first six months of continuous employment for contracts commencing on or after that date. The change effectively restores a form of probationary flexibility that had been absent from Belgian employment law since trial periods were abolished in 2014.
Under the new rules, either party can terminate the employment relationship with just one week’s notice during the first six months. The shortened notice period applies automatically: employers do not need to include a trial clause in the contract. Once an employee reaches six months of service, the notice period jumps to six weeks (for employees with six to nine months of tenure), and the protections of Collective Bargaining Agreement No. 109 kick in, giving employees the right to request reasons for dismissal and to seek compensation for manifestly unreasonable termination.
Employers should note that periods of temporary agency work may count towards the six-month threshold in certain circumstances, provided the gap between assignments does not exceed seven days, the employee performs the same function and no more than one year of agency service is included. The reform applies only to contracts starting on or after 1 August 2026: nothing changes for existing employment relationships.
What to do: Belgian employers hiring from August onwards should update their onboarding documentation and template contracts to reflect the new notice framework. Review agency-to-permanent conversion pipelines to understand how prior agency service may count towards the six-month threshold. HR teams should also note the minimum wage increase (the Guaranteed Average Minimum Monthly Income) that took effect on the same date and adjust payroll accordingly.
Also developing
Netherlands: The Dutch legislature has been unusually active ahead of summer. The More Security for Flexible Workers Act passed the Senate on 7 July, tightening the chain provision for temporary contracts by replacing the current six-month interval (after which a new chain of fixed-term contracts can start) with a three-year interval. On-call contracts will be replaced by bandwidth contracts with a quarterly hour standard, and temporary agency workers must receive terms at least equivalent to those of directly employed staff. The equivalent-terms provisions take effect on 31 December 2026, with the remaining measures following on 1 January 2028. Separately, on 29 June, the Minister announced that the bill to modernise non-compete clauses has been submitted to the Council of State. Under the proposed reform, non-compete clauses would be capped at one year, employers must justify the business interest in every contract (not just fixed-term ones), and employees held to a clause must be compensated at half a monthly salary for each month the restriction applies. What to do: Dutch employers should begin reviewing their use of temporary contracts, on-call arrangements and agency staffing well ahead of the December 2026 and January 2028 deadlines. Companies that rely heavily on non-compete clauses should assess which restrictions would survive the proposed reforms and start documenting their business justifications now.
Germany: The Federal Labour Court (Bundesarbeitsgericht) ruled in June 2026 that qualifications employees acquire while serving on a works council must be considered when promotion decisions are made. Communication, negotiation and conflict-resolution skills developed through works council duties now count as career-relevant competencies that employers must factor into personnel planning and advancement. The ruling builds on the existing obligation under section 37(4) of the Works Constitution Act to ensure works council members do not suffer career disadvantage, but goes further by requiring employers to actively recognise transferable skills gained during the mandate. What to do: German employers should review their promotion and career-development processes to ensure that works council service is neither penalised nor ignored. Document the skills framework used for advancement decisions and train managers on how to assess transferable competencies acquired through employee representation roles.
Norway: Sections of Norway’s automotive industry collective bargaining agreement were made generally applicable from 15 June 2026, introducing a statutory minimum wage for workers in vehicle repair, servicing, maintenance, bodywork, painting, warehouse operations, car care and tyre services. The rates range from NOK 208 to NOK 237 per hour depending on experience and skill level. The extension means that the minimum rates now apply to all employers in the covered sub-sectors, including those not party to the collective agreement. What to do: Employers in Norway’s automotive services sector should verify that all current pay rates meet or exceed the new generally applicable minimums. Companies using subcontractors or temporary staff in these roles should check that their suppliers are also compliant, as liability can extend up the chain.
On the radar
Netherlands Platform Work Act consultation: Open until 24 August 2026, transposing the EU Platform Workers Directive into Dutch law with a legal presumption of employment status and restrictions on automated decision-making.
UK electronic union balloting (previously covered): Takes effect 25 August 2026.
UK zero-hours contracts consultation (previously covered): Closes 25 August 2026.
Portugal pay transparency consultation (previously covered): Closes 25 August 2026.
Spain flexible retirement (previously covered): Royal Decree 416/2026 takes effect 28 August 2026.
Ireland My Future Fund opt-out (previously covered): Window closes at the end of August 2026.
Netherlands worker classification (previously covered): Legal presumption published in Staatsblad (2026/158); entry into force expected before end of 2026.
EU Platform Workers Directive (previously covered): Member states must transpose by 2 December 2026.
Sources
- DLA Piper: Belgium reduces notice periods during first six months of employment
- Liedekerke: Belgium introduces a statutory one-week notice period during the first six months of employment
- Simont Braun: Two significant new notice period rules under Belgian employment law
- Van Doorne: Dutch employment law legislative update, July 2026
- Baker McKenzie: Reform of Dutch non-competition clauses
- Germany’s top labour court rules: skills gained as works councillor count toward promotions
- DLA Piper: Nordic Employment Law Bulletin, 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.
