New sectoral agreement in Joint Committee No. 200
17 Feb 2026
In December 2025, the social partners in Joint Committee No. 200 – the ancillary joint committee for white-collar workers covering approximately 500,000 employees across various sectors – concluded a new framework sectoral agreement for the period 2025-2026, with the corresponding collective bargaining agreements finalised mid-January 2026. This newsletter provides a concise overview of the key topics covered by the agreement and their practical implications for companies.
Year-end premium changes
The existing year-end premium regime is changed on different fronts, effective 1 January 2026. First, the list of assimilated periods – i.e. periods of inactivity that do not proportionally reduce the year-end premium – now includes up to five days of temporary unemployment due to economic reasons or force majeure. In addition, an employee whose employment agreement is terminated (for reasons other than serious cause) and who subsequently serves a counter-notice retains their entitlement to a pro-rate year-end premium. Lastly, employees who resign or whose agreement ends by mutual consent now qualify for a pro-rate year-end premium after three years of company seniority, reduced from the previous threshold of five years. Companies should verify that their payroll processes correctly reflect these changes.
Extension of bereavement leave
As from 1 January 2026, employees are entitled to two additional days of bereavement leave on top of the existing statutory entitlement in specific circumstances. In the event of the death of a spouse, legal cohabitating partner or child, the total entitlement thus increases to 12 days. In the event of the death of a parent, the total increases to five days. Note that employees continue to receive their normal pay for these days of leave. Organisations should review and update their internal leave policies to reflect these new entitlements.
Increased reimbursement of mobility costs
The sectoral agreement introduces several updates to employer mobility contributions. As from 1 January 2026, the employer's contribution to public rail transport organised by NMBS/SNCB increases from 80% to 100% of the price of a second-class train ticket. Also, from 1 October 2026, the bicycle allowance rises from EUR 0.27 to EUR 0.32 per kilometre cycled, with a daily cap of EUR 12.80. Lastly, the annual gross salary threshold determining whether the employer must contribute when an employee uses their own means of transportation is set at EUR 36,688 as of 1 January 2026 and will, going forward, be indexed annually on 1 January. It’s important that companies review their mobility policies and payroll parameters to align with these updated figures.
Time Credit
The sector agreement extends the existing time credit regimes, including time credit with a specific motive and end-of-career arrangements comprising a one-fifth or half-time time credit from 55 years of age. The Social Fund will continue to finance a supplementary allowance – set at EUR 92.45 as of 1 January 2026, indexed yearly – for eligible employees in an end-of-career time credit. The extension of these regimes applies for two successive periods: from 1 January 2026 to 31 December 2027 and from 1 January 2028 to 30 June 2029.
Contribution Social Fund
The agreement also extends the employer contribution to the Social Fund, fixed at 0.23% of the gross salaries of white-collar employees, for the period from 1 January 2026 to 31 December 2027.
Guidance on current workplace matters
Next to the above-mentioned changes that were implemented by collective bargaining agreement, the framework agreement concluded by the social partners raises awareness and provides best practices on several key workplace matters. These include telework, the reintegration of employees after long-term illness, artificial intelligence (AI) and the use of digital communication channels by trade union delegations. Companies introducing or modifying policies in these areas are encouraged to engage in meaningful dialogue with employee representatives and would do well to keep these recommendations in mind. Although no legal requirement, for emerging topics like AI, implementing a dedicated policy can help establish clear guidelines, ensure employee engagement in AI-related decisions, and foster a culture of transparency and accountability.
Key Takeaways
The new sectoral agreement in joint committee no. 200 introduces changes across a broad range of topics. Most changes took effect on 1 January 2026 and companies falling within the scope of this joint committee should promptly review their policies, payroll parameters and internal processes to ensure compliance. If you are looking for more guidance on this topic or require assistance in making the necessary changes to your policies and procedures, don’t hesitate to reach out; we’d love to hear from you.
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