Redundancy Letter Template for Belgium

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Redundancy Letter

"I need a Redundancy Letter for a senior software developer in our Brussels tech startup, including outplacement services and addressing their stock option plan, with the termination effective March 1, 2025."

Document background

The Redundancy Letter is a crucial document in Belgian employment law, used when an employer needs to terminate employment for economic, technical, or organizational reasons. It must comply with strict Belgian legal requirements, including those set forth in the Employment Contracts Act of 1978 and subsequent amendments. The document serves multiple purposes: it formally communicates the termination decision, provides legally required justification for the redundancy, outlines the notice period or payment in lieu, details the final settlement, and includes information about any additional support services or obligations. The letter must be carefully drafted to ensure compliance with Belgian employment law, including specific requirements regarding notice periods, severance calculations, and procedural obligations, particularly when dealing with protected employees or collective redundancy situations.

Suggested Sections

1. Date and Address Block: Employee's full name and address, date of letter

2. Subject Line: Clear indication that this is a termination of employment notice

3. Termination Statement: Clear statement of the decision to terminate employment, including the effective date

4. Reason for Redundancy: Brief explanation of the business reasons leading to redundancy (as required by CBA 109)

5. Notice Period Details: Specification of notice period or payment in lieu of notice, including calculation basis

6. Final Payment Information: Details of final salary, accrued holiday pay, and any other outstanding payments

7. Company Property: Instructions regarding return of company property

8. Reference Offer: Offer to provide employment references

9. Contact Information: HR or relevant department contact details for queries

10. Signature Block: Company representative's signature and position

Optional Sections

1. Outplacement Services: Required for employees entitled to outplacement support under Belgian law (typically for those with notice period of 30 weeks or more)

2. Non-Compete Reminder: Include if employee is bound by non-compete clauses

3. Collective Redundancy Information: Additional information required when part of a collective redundancy process

4. Special Category Protection: Acknowledgment of special protected status if applicable (e.g., works council members)

5. Internal Appeal Process: Information about internal appeal procedures if company policy provides for this

6. Benefits Continuation: Details of any benefits that continue post-employment

Suggested Schedules

1. Notice Period Calculation: Detailed calculation of notice period based on seniority and applicable law

2. Final Settlement Calculation: Breakdown of all final payments including holiday pay, bonuses, and other benefits

3. Outplacement Services Details: Information package about outplacement services where applicable

4. Benefits Summary: Summary of any continuing benefits and important deadlines

5. Handover Checklist: List of company items to be returned and handover requirements

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

alex.den.21@genieai.co

Relevant legal definitions

Clauses

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Manufacturing

Technology

Financial Services

Retail

Healthcare

Professional Services

Construction

Education

Telecommunications

Transportation

Energy

Media

Hospitality

Real Estate

Public Sector

Non-Profit

Relevant Teams

Human Resources

Legal

Finance

Operations

Corporate Communications

Industrial Relations

Senior Management

Administration

Payroll

Compliance

Relevant Roles

Human Resources Director

Legal Counsel

HR Manager

Employment Lawyer

HR Business Partner

Compensation and Benefits Manager

HR Operations Manager

Personnel Administrator

Industrial Relations Manager

Corporate Communications Manager

Line Manager

Department Head

Managing Director

Chief Human Resources Officer

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Authors

Alex Denne

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