Severance pay for an employee: everything you need to know

As a technical employee in Flanders, you enjoy, like every employee, protection under Belgian labor law when your employer terminates the employment contract. The severance pay, officially a notice compensation, compensates the salary you would receive if the employer respected the full notice period. But how long is that period? And how does that translate into a concrete amount? Below we explain it step by step, with specific attention to your situation as a technical employee.

What exactly is severance pay?

Severance pay is a one-time amount that your employer pays when he terminates the employment contract without respecting the legal notice period. Instead of keeping you employed for a few more weeks or months, he pays you the salary for that period in one go. This is also called the termination compensation. Its amount depends on two factors: your seniority (number of years of service) and your gross annual salary. For employees, there are two schemes, depending on whether your annual salary falls below or above the legal threshold.

How is the notice period for employees calculated?

Since the introduction of the unified status in 2014, the same basic formulas apply to all employees, but with a split based on annual salary. We distinguish two groups:

• Employees with an annual salary ≤ €44,508 gross (2025): the notice period is determined by seniority. For each started period of 5 years of seniority, the employer has a minimum notice period of 3 months. So: 0 to 5 years of seniority = 3 months, 5 to 10 years = 6 months, and so on.
• Employees with an annual salary > €44,508 gross (2025): for these 'higher-paid employees' a different approach applies. The notice period is mutually agreed upon, with a legal minimum: 3 months per started 5 years of seniority. If you cannot reach an agreement, the court can determine the period using a formula based on seniority, age, and position.

Calculation of the notice period with low seniority

For you as a technical employee with an average salary, the calculation is fairly simple. Suppose you have worked 3 years for your current employer and your gross monthly salary is €3,200. Then you fall into the first bracket: 0-5 years of seniority gives a notice period of 3 months. The severance pay therefore amounts to 3 × €3,200 = €9,600 gross. Note: with a seniority of, for example, 6 years, you fall into the 5-10 year bracket and the period is 6 months, a significant difference.

Notice period for employees with higher salary or long seniority

If you earn more than the threshold, negotiation becomes more important. The employer must propose a notice period that at least respects the legal minimum, but may also be longer. Often, with seniority of 20 years or more, a period of 15 to 18 months is common. For technical employees with a specialization or managerial role, this can quickly increase. In practice, it is advisable to seek assistance from a trade union (ACV, ABVV, ACLVB) or a lawyer to obtain a fair compensation.

Calculation example: technical employee with 8 years of seniority

Suppose you have been working as a technical manager for 8 years and your gross monthly salary is €3,800, just below the salary threshold. Your seniority falls into the 5-10 year bracket, so notice period = 6 months. Your severance pay is then 6 × €3,800 = €22,800 gross. If your salary had been higher, for example €4,000 gross, you would fall under the regime for higher-paid employees. The employer would then have to propose at least 3 months per 5 years, but that is only the minimum; a court would likely award a longer period based on your profile.

What if your employer does not pay the compensation correctly?

In case of a dispute about the amount of severance pay, it is best to first consult with your employer. If you cannot resolve it, you can seek free help from the trade union or the ACV. They can make an exact calculation and mediate. In the extreme case, you can go to the labor court. Always keep your pay slips, seniority certificate, and the dismissal letter as evidence.

Looking for a new job? We are here to help

A dismissal is never pleasant, but it can mean a new start. Spring, May is a peak month in our job board, is ideal to look for your next challenge. If you want to get back to work quickly as a technical employee, check out our current vacancies in Flanders. Thanks to our focus on your profile, you can easily find a job close to home. Also interested in a flexible side income? Discover the possibilities for flexi-jobs for technical employees.