The Belgian socialist union, FGTB, has urged the De Wever government to fully implement the agreement on end-of-career arrangements established by the National Labour Council (CNT), which includes both unions and employers.
The federal government sought the CNT’s opinion following its announcement to reform the end-of-career scheme, intended for those wishing to work part-time or four-fifths of their previous hours before retirement. Participants in this scheme receive allowances until retirement.
Under the current scheme, anyone aged 60 with a 25-year career is entitled to the allowance. Specific schemes are also available for those over 55 in cases such as company restructuring or physically demanding jobs. Additionally, a sectoral collective agreement allows for end-of-career schemes from age 55 after a 35-year career.
The De Wever government aims to increase the minimum career duration required for accessing the end-of-career scheme from 25 to 30 years, eventually reaching 35 years by 2030. According to the FGTB, this proposal exceeds the current government agreement. The CNT publicly requested that the federal government scale back its plan.
The FGTB argues that extending the career requirement from 25 to 35 years from the age of 60 should also consider equivalent periods like part-time work, illness, or unemployment. “A career is never devoid of social risks, and these should not be penalised at the end,” affirmed the union.
The FGTB highlighted gender disparities in the workforce, stating that the new requirement of a 35-year career is too severe for women. The CNT suggested a gradual increase to 30 years (rather than 35) with an impact assessment in 2029.
This phased approach aims to address a structural inequality faced by women born in the 1960s and 1970s. These women lacked access to modern work-life balance measures, such as career breaks and parental leave. Social partners also extended specific schemes for those under 60: end-of-career roles from age 55 after a long career, involving heavy work, or in companies undergoing restructuring or enduring difficulties.
Periods of temporary unemployment, illness, work accidents, and occupational diseases should not adversely affect workers’ social rights, emphasised the social partners in their opinion.
“We are pleased that this social agreement allows those with long careers to still take end-of-career roles from age 55. This is a significant step forward,” said Thierry Bodson. “We also made a real impact for women, who were effectively excluded by initial career condition. This agreement, backed by all social partners, finally offers workers a viable end-of-career perspective, despite the challenging conditions created by the Arizona government,” he concluded.
The new scheme will come into effect on 1 January 2026.
