Reform of end-of-career schemes

Royal Decree of 5 September 2025 and collective bargaining agreement No. 103/7

Following the coalition agreement, the National Labour Council (NAR) concluded several collective bargaining agreements on 21 October 2025. These agreements concern, among others, the planned reform of the “end-of-career schemes” (“landingsbanen” or “régimes de fin de carrière”), aimed at encouraging employees to remain active in the labour market. The Royal Decree of 5 September 2025, published in the Belgian Official Gazette on 30 October 2025, also amended the provisions regarding the entitlement interruption allowances in line with this reform.

On 21 October 2025, the National Labour Council concluded several collective bargaining agreements in the context of the reform of end-of-career schemes. These reforms result from the coalition agreement of the De Wever government, which is pursuing an ambitious labour market policy with the aim of keeping people in employment for longer. To that end, the existing end-of-career time credit system was reviewed as an instrument for a better work–life balance.

At present, there is still a discrepancy between, on the one hand, the right to end-of-career time credit and, on the other hand, the entitlement to interruption allowances from the National Employment Office (RVA).

Currently, an employee is, in principle, entitled to end-of-career time credit as soon as they reach the age of 55 and can demonstrate a professional career of at least 25 years, in addition to fulfilling additional conditions regarding employment and seniority. There are certain exceptions to this general rule, allowing the use of the “end-of-career scheme” from the age of 50. 

However, employees are only entitled to interruption allowances from the age of 60 (or 55 in the case of derogatory schemes).

In the collective bargaining agreements concluded on 21 October 2025, which will enter into force on 1 January 2026, the social partners decided to gradually increase the required number of years of professional career. A different timeline was developed for female employees, taking into account their specific career realities. The gradual increase applies to both the entitlement to an end-of-career scheme itself and to the interruption allowances, as set out in the Royal Decree of 5 September 2025.

Furthermore, it is now a general rule that the “end-of-career schemes” are only accessible from the age of 60. No separate collective bargaining agreement is required for this measure. 

Exceptions remain, allowing employees to take up an “end-of-career scheme” from the age of 55, provided that a collective bargaining agreement at sectoral or company level applies (besides collective bargaining agreements of the National Labour Council which are already adopted). These exceptions require at least 25 years of professional career, and concern:

• employment in an undertaking undergoing restructuring or facing difficulties;
• performance of arduous work (shift work, split shifts, and night work);
• incapacity to continue an activity in the construction sector;
• being an employee in the target group covered by Joint Committee 327 (sheltered workshop and social enterprises).

The scheme for long careers with 35 years of professional career and a minimum age of 55 is also maintained.

As from 2026, full-time employees with a working arrangement of less than five days per week will also have the right to request a one-fifth reduction in working time.

As from 1 January 2026, employees must, in principle, be 60 years old to be entitled to end-of-career time credit. The required number of years of professional career will also gradually increase from then until 2030, with a different timeline for men and women. This timeline will also apply to the interruption allowances.

Authors

Inger Verhelst, Attorney – Partner Claeys & Engels
Linde Sterkens, Attorney – Associate Claeys & Engels