Notice period in payroll: rules and calculation
You want to part ways with your payroll employee. Or you are a payroll employee yourself and want to work somewhere else. So how does the notice period work?
Good news: the rules are the same as for regular employees. There is no separate payroll legislation.
Here is how the notice period works in payroll, including the changes that took effect earlier this year.
The basic rule
In payroll, the payroll company is the legal employer. So the notice period is calculated based on your seniority with the payroll company, not with the client company. Many people forget this. Want to know exactly how payroll works? Read our article on payroll as an intermediary.
The calculation follows the standard rules of Belgian labour law.
Dismissal by the employer: the notice period depends on seniority. The longer the employment, the longer the notice.
Resignation by the employee: shorter periods. A maximum of 13 weeks, regardless of seniority.
Notice periods in weeks (2026)
For employment contracts concluded on or after 1 January 2014, the following periods apply:
Dismissal by the employer:
| Seniority | Notice period |
|---|---|
| 0-3 months | 1 week |
| 3-6 months | 3 weeks |
| 6-9 months | 4 weeks |
| 9-12 months | 5 weeks |
| 12-15 months | 6 weeks |
| 15-18 months | 7 weeks |
| 18-21 months | 8 weeks |
| 21-24 months | 9 weeks |
| 2-3 years | 10 weeks |
| 3-4 years | 12 weeks |
| 4-5 years | 13 weeks |
| Per additional year | +3 weeks |
Resignation by the employee:
| Seniority | Notice period |
|---|---|
| 0-3 months | 1 week |
| 3-6 months | 2 weeks |
| 6-12 months | 3 weeks |
| 12-18 months | 4 weeks |
| 18-24 months | 5 weeks |
| 2-4 years | 6 weeks |
| 4-5 years | 7 weeks |
| 5-6 years | 9 weeks |
| 6-7 years | 10 weeks |
| 7-8 years | 12 weeks |
| 8+ years | 13 weeks (max) |
New rules from 2026
The Summer Agreement of July 2025 introduced changes that apply to new employment contracts concluded on or after 1 January 2026. So if your contract predates 2026, feel free to skip ahead to the next chapter.
Shorter notice in the first 6 months
For contracts concluded from 2026 onwards, a notice period of just 1 week applies during the first 6 months, regardless of who gives notice. The goal? To make it easier for people to switch jobs early on.
Please note: this measure is still awaiting implementing legislation. Check the current status with your payroll partner.
Maximum notice period of 52 weeks
For new contracts from 2026 onwards, a cap of 52 weeks will apply to dismissal by the employer. This effect will only become noticeable around 2043, when employees on these new contracts have built up long seniority. So for now, this is mainly of theoretical interest.
Existing contracts
For anyone already working through payroll, nothing changes.
When does the notice period start?
The notice period starts running on the first Monday after notification. Not the day itself, but the Monday that follows.
Example: you hand in your resignation on Friday 6 February 2026. The notice period starts on Monday 9 February 2026.
For registered letters, notification is deemed to take effect on the third working day after sending. This can be confusing, so double-check it carefully with your payroll partner. To learn more about what exactly goes into a payroll contract, read our article on the payroll contract.
Who gives notice in payroll?
This is a common question. There are two scenarios.
Scenario 1: The client company wants to stop
The client company (the business where you work) cannot dismiss you directly. You are not employed by them. They can, however, inform the payroll company that they no longer need your services.
The payroll company then handles the formal dismissal procedure. They calculate the notice period, send the notice letter or proposal to terminate, and pay any compensation in lieu of notice.
Scenario 2: The employee wants to stop
As an employee, you give notice to your legal employer: the payroll company. Not the client company.
In practice, you often also let the client company know (after all, that is where you work), but formally it goes through the payroll company.
Compensation in lieu of notice
Not working out the notice period? Then compensation in lieu of notice is due.
Calculation: compensation in lieu of notice = current salary for the duration of the notice period not worked.
This includes:
- Gross salary
- Average of variable salary components (bonuses, commissions)
- Benefits in kind (pro rata)
- Meal vouchers and other extra-legal benefits
The payroll company calculates and pays this. Not the client company.
Difference with temporary agency work
With temporary agency work (through a licensed temp agency), the rules are different. Weekly contracts end automatically at the end of the week. Generally, no notice period is needed to end a running weekly contract. Curious about the exact differences? Read our article on payroll vs temp agency.
In payroll, the standard notice rules apply. This means more security for the employee, but also longer periods for the employer. Some companies see this as a disadvantage, others as an advantage. It depends on what you are looking for.
Practical tips
For employers (client companies):
Communicate with your payroll partner in good time if you want to stop. Factor the notice period into your planning, because it starts running from the moment the payroll company gives notification (not from your notice to them). Need someone to leave urgently? Discuss the options. Compensation in lieu of notice or a mutual agreement are alternatives.
For employees:
Give notice in writing to the payroll company. Ask for confirmation of receipt and the end date. Work out your notice period properly (unless agreed otherwise), or you may run into trouble with your next employer.
Termination by mutual agreement
The employer and employee can always terminate the employment contract by mutual agreement. This is more flexible than the statutory notice.
It can be effective immediately, with a shortened period, or with an agreed compensation. It depends on what both parties want.
Put it in writing. The payroll company drafts the agreement. Without a written agreement, you have nothing to stand on.
Calculation in practice
An example.
Situation: Sarah has been working through payroll at a logistics company for 2.5 years. The client company wants to stop.
Calculation: her seniority is 2 years and 6 months. In the table above, you can see that 2-3 years of seniority corresponds to a 10-week notice period.
Result: Sarah is entitled to a 10-week notice period or an equivalent compensation.
Common mistakes
Wrong party for dismissal
The client company tries to dismiss you directly. That is not possible. It has to go through the payroll company.
Seniority calculated incorrectly
Seniority counts from the start with the payroll company, not from when you started working for the current client company. This sometimes makes a big difference.
Notice not in writing
Dismissal must be in writing. Saying it verbally is legally insufficient, no matter how clear the conversation seemed.
Notice period started incorrectly
The period starts on the Monday after notification, not on the day of notification itself.
Forgetting to request the C4
Upon termination, you receive a C4 (form). Request it, because without a C4 there is no unemployment benefit.
In short
The notice period in payroll follows the standard rules of Belgian labour law. The calculation is based on seniority with the payroll company (not with the client company). From 2026, shorter periods apply during the first 6 months for new contracts, but for that we are still waiting on the implementing legislation.
Want to part ways with a payroll employee? Let your payroll partner know. They will handle the procedure correctly. To learn more about the rights of payroll employees, read our article on your rights as a payroll employee.
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Frequently asked questions
Does my seniority with the client company count?
No. The notice period is calculated based on your seniority with the payroll company (your legal employer). Have you been working for the same client company for 5 years, but only 2 years through payroll? Then only those 2 years count.
Can the client company dismiss me immediately?
Not without compensation in lieu of notice. The standard dismissal rules apply. The payroll company can, however, reach a mutual agreement with you for immediate termination.
What if I want to leave myself?
Give notice to the payroll company, in writing. The maximum notice period as an employee is 13 weeks, which is much shorter than for employers.
Do I get a C4 document?
Yes, upon termination of your employment contract you receive a C4 from the payroll company. You need this for unemployment benefit. Without a C4, your benefit does not start.
The information in this article is purely informative and does not replace professional legal or accounting advice. Labour legislation changes regularly. Always consult the current legislation or contact an HR expert for advice tailored to your situation.