Work Rules (Arbeidsreglement / Règlement de travail)

WORK RULES (ARBEIDSREGLEMENT / RÈGLEMENT DE TRAVAIL)

✓Company name ✓Operating office address

1. LEGAL BASIS AND SCOPE 1.1. Under the Arbeidsreglementenwet of 8 April 1965 (wet tot instelling van de arbeidsreglementen), EVERY employer with at least ONE employee — including flexi-jobbers, students and extra's — must adopt written work rules. This obligation applies from the 1st employee, uniquely strict compared to most EU countries. 1.2. Applicable joint committee (paritair comité): Joint committee (paritair comité / commission paritaire).

2. INTRODUCTION PROCEDURE 2.1. Draft posted for staff remarks from: Start of 15-day posting period (15 calendar days). 2.2. After the posting period and any conciliation on remarks, a copy of the definitive rules must be filed with the regional labour inspection (Toezicht op de Sociale Wetten / FOD WASO — SPF Emploi) within 8 DAYS of the effective introduction date, normally online via arbeidsreglement.belgie.be, which assigns a registration number. 2.3. Registration number: Inspection registration number. Effective introduction date: Effective introduction date. 2.4. A signed copy (paper or durable electronic medium) must be given to EVERY employee.

3. WORK SCHEDULES 3.1. Work schedules (arbeidsregeling)

4. PAYMENT OF WAGES 4.1. Payment method: Payment method

5. NOTICE PERIODS 5.1. Reference to notice-period rules

6. ⚠️ DISCIPLINARY SANCTIONS 6.1. Disciplinary sanctions 6.2. A sanction may ONLY be lawfully applied if it is listed in this document — record every application in the sanctions register within the statutory time limit.

7. INSPECTION AND PREVENTION SERVICE CONTACTS 7.1. Inspection + prevention service contact

8. HOLIDAY DATES 8.1. Collective holiday dates (vakantiedagen)

9. ⚠️ MANDATORY LANGUAGE REGIME 9.1. Mandatory language regime 9.2. The language of this document is dictated by the location of the operating office, NOT by agreement of the parties. In Flanders, a document drafted in a language other than Dutch is ABSOLUTELY VOID by operation of the Taaldecreet of 19 July 1973 — the court applies this ex officio, though the nullity may never be used to the worker's detriment.

SIGNATURES Employer ______________ / on behalf of ✓Company name / Employee (acknowledgement of receipt) ______________ / _______________ / Date: _______

— — — ⚠️ This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.