Hiring a Developer on a Permanent Contract in Belgium in 2026: Does the New Trial Period Change the Game?

The reform of notice periods has just cleared its first hurdle in the Belgian Chamber of Representatives, and it directly concerns tech recruiters. Since the abolition of the trial period in 2014, hiring someone on a permanent contract (CDI) in Belgium meant committing almost blindly. In 2026, the Arizona coalition government is bringing back a form of trial period: a notice period reduced to one week during the first six months of the contract.

But in practice, will this reform actually encourage tech employers to offer more permanent contracts to developers? Or is it simply a legal adjustment with no real impact on the ground? Let's break it down.

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What Actually Changes

The bill introduced by Employment Minister David Clarinval modifies the notice periods during the first six months of an open-ended employment contract. Here is how it compares to the current situation:

Seniority	Current notice (employer)	Notice after reform (employer)
0 – 3 months	1 week	1 week
3 – 4 months	3 weeks	1 week
4 – 5 months	4 weeks	1 week
5 – 6 months	5 weeks	1 week
From 6 months	6 weeks (then progressive increase)	6 weeks (unchanged)

Two important points to keep in mind:

• The measure works both ways: both the employer and the employee can terminate the contract with one week's notice during this period.
• It only applies to new contracts signed after the law comes into effect. Existing contracts are not impacted.

The exact date of entry into force has not been set yet, but it is expected to apply in spring 2026.

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Why This Matters for Tech Recruitment in Belgium

The Belgian tech sector faces a well-known paradox: there is a shortage of developers, yet many employers remain hesitant to offer a permanent contract right away. Especially when it comes to junior profiles, career switchers, or candidates with a less conventional background.

The classic reflex? Go through a series of fixed-term contracts (CDD) or temporary work to "test" the candidate before committing. A practice that creates precarity on the candidate side and administrative complexity on the employer side.

This reform changes that dynamic. With a one-week notice period for six months, the employer has a safety net. They can offer a permanent contract from day one, knowing that if the technical or cultural fit does not work out, the exit remains simple and fast.

For tech recruitment, this is a concrete signal: the permanent contract becomes a less risky option for the employer, even when facing a profile they are not 100% sure about.

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More Permanent Contracts for Developers: Realistic Promise or Wishful Thinking?

This is the government's central argument: by reducing the risk associated with permanent contracts, employers will be more inclined to hire directly on open-ended terms rather than stacking fixed-term contracts and temp assignments.

On paper, the reasoning holds. But there are important nuances.

What works in favour of the reform:

• It removes a real psychological barrier. Many recruiters hesitate to offer a permanent contract to a junior not because they lack confidence in the profile, but because they fear the complexity of a dismissal if things do not work out.
• It aligns Belgium with practices that already exist in other European countries.

What tempers expectations:

• The reform does not eliminate fixed-term contracts or temporary work. Employers who prefer those options can continue using them. Nothing forces a shift to permanent contracts.
• The Council of State flagged a "significant regression" and a "disproportionate infringement" in its advisory opinion, noting that all workers with less than six months of seniority are affected without distinction.
• In a tech market facing talent shortages, experienced developers did not need this reform to land permanent contracts. They already have the negotiating power.

The real impact will likely be felt on specific profiles: junior developers, people transitioning into tech, and candidates with less "traditional" backgrounds who struggle to get their first shot at a permanent contract. This is precisely where the reform can make a difference.

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What This Means for Candidates

If you are a developer in Belgium, this reform has direct implications for your first six months on the job.

The risk: an employer can terminate your contract with just one week's notice for six months. That is short, and it can create a sense of insecurity at the start of a new role.

The opportunity: if you were among those cycling through fixed-term contracts or temp assignments without ever landing a permanent position, this reform could open doors. Employers who would not have taken the risk of offering you a permanent contract might now be willing to do so.

A few practical tips:

• Research the company before signing. Onboarding culture, retention rates, reviews from former employees: these signals will tell you whether the company uses the trial period as a genuine springboard or as an easy exit.
• Ask about expectations for the first six months. A serious employer will have clear objectives and a support plan. If they do not, that is a red flag.
• Remember that the measure works both ways. You can also leave with one week's notice if the role does not match your expectations.

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Our Advice for Tech Recruiters

This reform gives you more flexibility, but it also comes with responsibility. Here is how to make the most of it.

Do Not Wait for the Law to Start Recruiting

If you have a need right now, recruit right now. The Belgian tech market does not wait, and a strong profile found today is worth more than a hypothetical hire in a few months.

Structure the First Six Months

A trial period only has value if you use it properly. Set clear objectives from day one, schedule regular feedback sessions, and support the new hire in ramping up. Six months is more than enough to evaluate a technical and cultural fit, provided you put in the effort.

Protect Your Employer Brand

In tech, reputation travels fast. A developer let go after five months with no clear explanation will talk about it in their network. Using the flexibility of this reform as a revolving door rather than a genuine evaluation tool will cost you more in the long run than a bad hire ever would.

Invest in Better Matching Upfront

The best way to make the first six months a success is to get the match right from the start. That means going beyond keywords on a CV: evaluating skills, seniority, availability, salary expectations, and cultural fit before the contract is even signed.

This is exactly what BeDevs is built for. Our AI-powered matching scores weigh all of these factors and give you a clear picture of each candidate's fit before you even open their application. The result: fewer surprises during the trial period, and more hires that stick.

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The Bottom Line

The return of the trial period in Belgium is a lever, not a silver bullet. It gives employers more room to take a chance on profiles they might have overlooked before, and it gives developers, especially juniors and career switchers, a better shot at landing a permanent contract.

But the reform alone will not solve the challenges of tech recruitment. The real differentiator remains the quality of the match between recruiter and candidate. A good match means the trial period becomes a formality, not a test of survival.

Looking to hire developers in Belgium? Discover how BeDevs helps you find the right fit from day one.