Accordion Schedules Adopted: 'The Compromise on This Working Time Reform Is Flawed'

Belgium's government has approved a significant reform of working time, introducing "accordion" schedules that will calculate work hours over a 12-month period instead of weekly. The reform, championed by Employment Minister David Clarinval, aims to provide businesses with greater flexibility to manage their workforce according to demand fluctuations and offer employees more autonomy.

Under the new system, full-time employees will continue to work an average of 38 hours per week. However, they could work up to 12 hours a day and 48 hours a week during peak periods, with compensatory time off during slower periods. Monthly salaries will remain fixed, regardless of these fluctuations, to prevent immediate income loss. Minister Clarinval stated that the reform addresses workers' desires to align their schedules with personal lives and caters to seasonal sectors like tourism, hospitality, agriculture, and events.

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Today, many workers want to adapt their rhythm to their real lives: their children, their projects or the busier periods.

Despite these stated benefits, the reform has drawn sharp criticism from unions and the opposition. A primary concern revolves around overtime pay. With the annual calculation of hours, overtime might not be compensated at the same enhanced rates, potentially leading to a net loss of up to 1,500 euros per year for employees who regularly work extra hours. While the government promises compensation, the specifics remain subject to negotiation.

Another point of contention is the reform's applicability. It only applies to workers whose scheduled hours constitute at least half of full-time work. This raises concerns that part-time workers may be disproportionately affected and could find it more challenging to reach their contracted hours under the new annual system. Sources close to social partners expressed worries about political interference in wage setting and a potential lack of strategic negotiation between employers and employees.

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How will we articulate this with the collective framework, especially these overtime hours? There is an increasing intervention of politics in wage formation. For the future, it is a risk of rigidity for the employer or a risk for the workers depending on the political majority. Once again, there is no strategy regarding collective bargaining.