Social partners have reached an agreement. The National Labour Council (“NAR” or “CNT”) reaches an agreement on the reform of end-of-career schemes.

In accordance with the coalition agreement, the National Labour Council concluded several collective labour agreements on 21 October 2025. These collective agreements concern, among others, the planned reform of the “end-of-career schemes” (“landingsbanen” or “régimes de fin de carrière”), with the objective of encouraging employees to remain active longer on the labour market. The measures already adopted by the government have been formalised in a Royal Decree of 5 September 2025, published on 30 October 2025. As from 2026, the number of years of professional career required to be entitled to an “end-of-career scheme” and to interruption allowances will be gradually increased until 2030. For female employees, a specific timeline applies.

Reason for the reform

On 21 October 2025, the National Labour Council concluded several collective labour 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.

Previous scheme

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).

Coalition agreement

The coalition agreement aimed to introduce a new scheme whereby employees from the age of 55 could continue working on a part-time basis, provided that they had a career as a salaried worker, which would be gradually extended between 2025 and 2030. In 2025, a requirement of at least 30 years of professional career would be introduced, with a minimum of 156 days worked per year. By 2030, this threshold is expected to reach 35 years. 

In the development of this scheme, a lower number of days worked per year was deliberately chosen, in response to criticism that the scheme could constitute discrimination on the basis of gender.

New scheme

In the collective labour agreements concluded on 21 October 2025, which will enter into force on 1 January 2026, the social partners have opted for other measures pursuing the same objective: encouraging longer careers while taking into account existing inequalities. 

It was decided to gradually increase the required number of years of professional career, maintaining the existing standard of 312 worked or assimilated days per year, and thus without a minimum threshold of days worked. A different timeline was developed for female employees, taking into account their specific career realities. The gradual increase applies both to the entitlement to an “end-of-career scheme” itself and to interruption allowances.

Furthermore, it is now a general rule that the “end-of-career schemes” are only accessible from the age of 60. No separate collective labour 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 labour agreement at sectoral or company level applies. 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. This was not previously possible.

Key message

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. The calculation rule for years of professional career is not fundamentally changed.