Types of Employment Contracts in Belgium: How to Navigate Them ?

As you start looking for your first job, you may frequently come across terms like CDD, CDI, Interim, etc., and wonder what they mean. Here’s a quick overview of the different types of employment contracts in Belgium.

Statutory vs. Contractual: What's the Difference?

A statutory employee is subject to the status of a civil servant. Civil servants have a status imposed on them by a governmental authority and are typically recruited through Selor, the federal administration's selection office.

A contractual employee, on the other hand, is simply bound to their employer by a work contract.

Fixed-Term Contract (CDD)

A fixed-term contract (CDD) is an employment contract that has a clearly defined start and end date. This contract must be in writing and must be signed before the indicated start date. If no end date is specified, the contract will be considered a permanent contract (CDI).

Generally, multiple successive CDD contracts are not allowed without a break between them. However, exceptions exist in certain cases:

• The contract must be justified by legitimate reasons.
• No more than four consecutive contracts are permitted.
• Each contract must last at least three months, and the total duration cannot exceed two years.
• In some cases, six-month fixed-term contracts are allowed if the total duration does not exceed three years, provided approval is obtained from the Social Law Inspection Office.

Permanent Contract (CDI)

A permanent contract (CDI) specifies a start date but no end date, meaning it is not time-limited. Unlike a CDD, a CDI can be agreed upon verbally or in writing. However, it is strongly recommended to have a written contract to avoid future disputes.

Temporary Contract (Interim)

A temporary contract (interim) is an agreement made with a temporary employment agency, meaning the employee is not directly hired by the company they work for but by the temp agency. These contracts are usually short-term, but they can be extended. They must be in writing and can be renewed consecutively.

Temporary contracts can only be used under specific conditions:

• To replace a permanent employee
• To handle an exceptional workload
• For temporary, special assignments
• For occasional artistic performances

Replacement Contract

A replacement contract is signed to temporarily replace an employee who is absent from work. This contract must be in writing and signed before the start date of the assignment. The maximum duration of a replacement contract is two years, unless it involves replacing an employee who is on career break.

Well-Defined Work Contract

A well-defined work contract is similar to a CDD, but instead of being based on time duration, it is based on the nature of the work. This contract clearly defines the tasks to be performed over a set period. It must be in writing, signed, and given to the employee before the start date.

First Job Agreement (CPE)

The First Job Agreement (CPE) is a special contract for young people under 26 years old. This contract remains valid as long as the employee continues working for the employer but is time-limited. The maximum duration is until the end of the quarter in which the employee turns 26. This can include multiple successive contracts with the same employer.

Full-Time vs. Part-Time Contracts

A full-time contract means working the company’s maximum working hours, which is typically 38 hours per week (depending on the company).

A part-time contract allows an employee to work regularly but fewer hours than a full-time employee. The minimum working hours for part-time employees must not be less than one-third of full-time hours.

Now You Know the Different Types of Work Contracts in Belgium!

It’s up to you to determine which contract best suits your career goals.

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