Summer Agreement 2025 specifically for catering businesses

2. Voluntary overtime: more hours, more tax benefits

What’s changing?

• The maximum number of voluntary overtime hours increases to 360 hours per year, of which 240 hours are fully exempt from taxes and social security contributions.
• In the catering sector, the limit goes even further: up to 450 overtime hours, with 360 hours completely tax-free (“net”).
• There will also be a new rule stating that this agreement is automatically renewed unless it is explicitly terminated in time.
• For now, the old rules remain in effect until the new law is passed (expected from January 1, 2026). Until then, the previous scheme, including the “relaunch overtime” (120 net hours without overtime pay), continues until the end of 2025.

What does this mean in practice?

Do you have peak periods such as festivals, busy sales weeks, or a bustling summer terrace? Adding extra hands will now be much more cost-efficient.

Flat-rate system: A portion of the extra hours (up to 360 hours in hospitality) goes entirely net into your employees’ pockets, and as an employer, you don’t pay any taxes or contributions on them either.

The 🔗 Federal Summer Agreement 2025 is finalized. New rules on night work and voluntary overtime will soon take effect, and they’ll have a direct impact on catering businesses.

What’s changing?

In short, there are two major reforms:

1. Night work now only counts from midnight (12:00 a.m.) instead of 8:00 p.m.
   This means that between 8:00 p.m. and midnight, work will no longer be considered official night work — and therefore no night premiums will be required (except in specific cases).
2. Voluntary overtime is being significantly expanded.
   In the hospitality sector, employees will soon be allowed to work up to 450 voluntary overtime hours per year, of which 360 hours are completely net, exempt from taxes and social contributions.

(More details below.)

When does it take effect?

The government aims to implement most measures starting January 1, 2026, but some parts already have transitional arrangements that will apply until the end of 2025.
Until then, the current rules remain in force, including the existing “relaunch overtime.”

Why this change?

The goal is to make Belgium more competitive and give employers greater flexibility.
Sectors like hospitality, e-commerce, and logistics have long complained that strict night work rules and limited overtime hours made operations complicated and costly.

And they were right.

By redefining night work to start only from midnight and greatly increasing the voluntary overtime limit, it will become much easier to deploy staff during peak times, without driving up labor costs.

In short: more hands on deck for less money.

1. Night work: extra pay only starts from midnight

What’s changing?

• The general ban on night work (between 8 p.m. and 6 a.m.) is being abolished. Only work performed between midnight (12 a.m.) and 5 a.m. will still officially count as night work.
• For employees working between 8 p.m. and midnight (or 5 a.m.–6 a.m.), you’ll only have to pay a small premium, and only if that shift directly connects to actual night work.

💡 Important!
This applies only to new employment contracts. Existing contracts retain their current conditions.

Can you then draft a new contract?

Yes! The current contract must be properly terminated first (respecting the notice period or by mutual agreement), after which you can sign a new one.

If the new arrangement benefits you but is less favorable for the employee (for example, a lower premium between 8 p.m. and midnight), the employee can of course refuse. Transparency is key, discuss it openly and look for a win-win.

What does this mean in practice?

If you schedule night shifts (such as early prep work or late deliveries), you’ll only have to pay extra from midnight onward. This can significantly reduce your labor costs.