Anyone who changes jobs will sooner or later come across the concept of job search leave. Yet many misunderstandings still exist. How many days can you take? Does the right still apply if you have already found a new job? Can an employer refuse it? And are you required to take it?

Below, we clarify the rules.

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A legal right, but only during the notice period

Job search leave is not a favour granted by the employer; it is a legal right. However, it only applies during the notice period, meaning after the dismissal or resignation has been formally notified (by either the employer or the employee).

From that moment onward, you are allowed to be absent during working hours in order to actively look for a new job, while continuing to receive your salary. Employees who have not yet submitted their resignation therefore cannot make use of this right.

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How much job search leave are you entitled to?

The law distinguishes between different situations depending on the length of the notice period.

• ‍If your notice period is 26 weeks or less‍

You are entitled to one full day (or two half days) of job search leave per week for the entire notice period.

• ‍If your notice period is 27 weeks or longer‍

You are entitled to one full day (or two half days) of job search leave per week during the final 26 weeks of the notice period. During the earlier weeks, the entitlement is limited to half a day per week.

Example: if your notice period lasts 29 weeks, you are entitled to half a day of job search leave per week during the first 3 weeks, and one full day (or two half days) per week during the remaining 26 weeks.

• ‍If you are looking for a new job through an outplacement programme‍

You are entitled to one full day (or two half days) of job search leave per week throughout the entire notice period.

Although the law refers to full and half days, in practice this is often applied more flexibly. In agreement with the employer, the leave can also be taken in hours, for instance to attend a job interview lasting an hour and a half.

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What if you have already found a new job before resigning?

A common question is what happens if you have already secured a new position before submitting your resignation. Do you still have the right to job search leave?

In principle, yes. The right remains in place as long as you are serving your notice period. The law links job search leave to the notice period itself, not to whether you have already signed a new employment contract.

In practice, however, things may be viewed differently. If it is clear that you are no longer actively applying for jobs, the employer may question the use of this right. Job search leave is intended to facilitate the search for employment, not to create additional days off.

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Are you required to take job search leave?

No. It is a right, not an obligation. You are free to decide whether or not to make use of it.

Some employees schedule interviews outside working hours or take regular leave instead. Others actively use job search leave to prepare for interviews or participate in recruitment processes.

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Can an employer refuse job search leave?

In principle, no. Because it is a legal entitlement, an employer cannot simply refuse it.

However, the employer may:

• ask to be notified in advance;
• request proof of an application (for example an interview invitation);
• make arrangements regarding the practical organisation of the leave.

What the employer cannot do is require you to disclose which company you are applying to or for which position. Your privacy remains protected.

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How should you approach the conversation with your employer?

Although it is a legal right, a professional approach remains essential. Transparency and open communication help avoid unnecessary tension.

A few tips:

• Inform your employer in good time when you plan to take job search leave.
• Provide clear but limited information (“I have a job interview on Wednesday morning.”).
• Take the work schedule into account, especially in positions with greater responsibility.

A constructive attitude often makes all the difference. As with resignations themselves, clear agreements help avoid misunderstandings, something we also discussed in our article about common mistakes when resigning.

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What about part-time employees?

Part-time employees are also entitled to job search leave, but on a proportional basis.

For example:

• A half-time employee is entitled to half a day per week during the first 26 weeks.
• With a four-fifths employment contract, the entitlement is reduced to the corresponding number of hours.

In practice, this is usually recorded in hours in order to align with the employee’s work schedule.

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In conclusion

Job search leave in Belgium is clearly regulated. During the final 26 weeks of the notice period, employees may take one full day per week to look for a new job. During the earlier weeks of the notice period, the entitlement amounts to half a day per week. The right also applies to part-time employees and remains valid throughout the notice period, even if a new job has already been secured.

Employees who understand the rules and approach the situation professionally can prepare for their next career move without creating unnecessary tension in the workplace.

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Investment fraud in Belgium did not just persist in 2025, it evolved. New figures from the Financial Services and Markets Authority (FSMA) show a sharp escalation in losses between the first and second half of the year, driven not by a surge in cases, but by fraudsters adopting more effective and more aggressive methods.

While fraudulent trading platforms remained the biggest source of damage, a new phenomenon, so-called “exclusive” investment advice via WhatsApp, emerged almost overnight and quickly claimed millions of euros.

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Losses jump from €15 million to more than €23 million

During the first half of 2025, Belgian consumers reported around €15 million in losses linked to investment fraud and illegal financial offers. In the second half of the year, that figure jumped to more than €23 million.

The number of reports rose more moderately, from 1,289 in the first six months to 1,622 in the second. The data suggests that average losses per victim increased significantly, rather than fraud simply becoming more widespread.

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Fake trading platforms remain the backbone

Across both periods, fraudulent trading platforms, often linked to supposed crypto investments, remained the single largest source of losses.

In the first half of 2025, nearly €11.9 million was lost across 681 reports, accounting for close to 80 percent of all reported losses. In the second half, losses linked to these platforms still reached €10.6 million across 612 reports.

The mechanics are by now well known. Victims are typically redirected from social media ads or fake news articles to professional-looking trading platforms. After an initial deposit, apparent profits appear on a dashboard, encouraging further payments. When withdrawals are requested, fees are suddenly introduced, access is blocked or the platform disappears altogether.

In 2025 alone, the FSMA published warnings about 240 fraudulent entities and 316 websites. More than 65 percent of those warnings concerned fake trading platforms, underlining how dominant this model remains.

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WhatsApp scams surge from fringe to mainstream

The most striking shift between the two periods is the emergence of WhatsApp-based investment fraud.

This category was almost absent from the statistics in the first half of 2025. By the second half, it had become the second-largest source of financial damage, with 263 reports and more than €9.5 million in declared losses. The average loss per victim amounted to €73,000, with some cases running into several hundred thousand euros.

According to the FSMA, these scams usually start with sponsored ads on Facebook or Instagram promoting exclusive market insights. The ads often misuse the names and logos of banks or well-known media outlets. Interested users are then added to WhatsApp groups allegedly run by renowned economists or CEOs, identities that later turn out to be fake.

Inside these groups, participants are encouraged to buy specific US-listed shares as part of pump-and-dump schemes, participate in fake lotteries designed to harvest personal data, or install fraudulent crypto trading apps. Once funds are transferred, losses can escalate rapidly.

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A broader upward trend

The half-year comparison fits into a longer-term pattern. In 2025, the FSMA received 2,911 reports of irregular activities or fraud, an increase of 11 percent compared to 2024. Since 2017, the number of reports has grown by an average of around 20 percent per year.

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Conclusion

The figures make one thing clear. Investment fraud in Belgium is no longer driven by a single technique. While fake trading platforms continue to drain millions of euros, fraudsters are rapidly exploiting social media and messaging apps to reach victims more directly and more convincingly.

The sharp rise in losses during the second half of 2025 shows how quickly new fraud models can scale once they gain traction. According to the FSMA data, fraud in Belgium is not just increasing. It is adapting

Resigning is rarely just an administrative step. It is often exciting, sometimes emotional, and occasionally uncomfortable, even when you are completely certain about your new opportunity. Doubt, relief, guilt or stress can all surface at the same time, and that is perfectly normal.

When resignations go wrong, it is usually not because of bad intentions. More often, it happens because things are rushed, decisions are made in the heat of the moment, or the legal and financial implications are underestimated. What seems like a simple step can, in reality, carry unexpected professional or financial consequences.

Here are the most common mistakes, and how to avoid them calmly and confidently.

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1. Resigning before your new contract is signed

Feeling enthusiastic or relieved about a new opportunity is natural. However, until your new contract has been formally signed by both parties, there is no full certainty.

A verbal agreement or confirmation email may feel final, but legally it is not. There can still be:

• Delays
• Changes to conditions
• Cancellation

Resigning too early may unexpectedly leave you without income. For that reason, it is wise to submit your resignation only once the new employment contract has been officially signed. Waiting a few extra days can prevent months of unnecessary stress.

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2. Underestimating the formal requirements

Having an open conversation with your manager is respectful and often appreciated. However, from a legal standpoint, it is not sufficient on its own.

The safest approach is to submit your resignation in writing, hand it over in person, obtain confirmation of receipt, and follow up with a registered letter. While these formalities may seem excessive, they help prevent disputes regarding:

• The start date of your notice period
• Your official end date
• Salary and contractual obligations

Clear form creates clarity, and peace of mind for both sides.

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3. Letting emotions take the lead

Many resignations follow a difficult evaluation, ongoing tension or a moment of frustration. That is human, but it is important not to let one difficult moment define a long-term decision.

Take some distance if needed and reflect. Discuss the situation with someone you trust before acting.

When communicating your resignation, aim to remain composed and professional. You do not need to justify yourself extensively, nor do you need to convince anyone. A clear and calm explanation that this is a considered career move is more than enough.

Remember: how you leave often leaves a stronger impression than why you leave.

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4. Treating the notice period as a formality

After resigning, your motivation may shift. That is understandable, but your employment contract remains fully in effect until your final working day.

This means:

• Ensuring a proper handover of files
• Remaining available for questions
• Avoiding unfinished business for colleagues

Instead of viewing the notice period as a countdown, see it as the closing chapter of your time within the organisation. A strong ending protects your professional reputation and provides valuable personal closure.

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5. Avoiding financial surprises

Resigning can have financial consequences that are not always immediately clear. Taking the time to think ahead can prevent unpleasant surprises.

Consider:

• Outstanding vacation days
• Exit holiday pay
• End-of-year bonuses
• Variable compensation
• Fringe benefits such as a company car or fuel card

One important detail that is often overlooked: exit holiday pay is later settled by your new employer, which may temporarily reduce your salary in the first months. Many employees are caught off guard by this.

Clarifying these aspects in advance allows you to move forward with confidence rather than uncertainty.

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6. Burning bridges

Leaving a company can feel liberating, especially after a challenging period. Yet the Belgian job market is relatively small, and careers rarely follow a straight line.

Former colleagues may later become:

• Clients
• Business partners
• Future managers

A proper handover, a brief word of thanks and a professional goodbye may seem minor, but they are not. The way you leave can influence opportunities long after you have moved on.

Leave in a way you will feel comfortable looking back on.

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Conclusion: A good departure requires calm

Resigning marks a transition, and transitions naturally come with emotion. However, rushing rarely leads to the best outcome.

By securing certainty, respecting formal requirements, anticipating financial implications and remaining professional until the very end, you turn your resignation into a controlled transition rather than a rupture.

And that provides something invaluable: a calm and confident start to what comes next.