The financial sector is evolving at an unprecedented pace. New tax regulations, IFRS updates, increasing digitalisation and the rise of data analytics and artificial intelligence are fundamentally reshaping the daily work of finance and accounting professionals. Staying relevant today means committing to continuous learning.
Educational leave plays a key role in this context. It allows employees to follow recognised training programmes while continuing to receive their salary, with employers benefiting from a partial public reimbursement. For finance professionals, this is a particularly effective way to deepen expertise — for example through tax or accounting programmes - without any loss of income.
But how does educational leave actually work, and why has it become such a strategic tool today?
What is educational leave?
Educational leave is a labour law mechanism that allows employees to be temporarily released from work in order to follow a recognised training programme while retaining their salary. During this period, the employer continues to pay the salary and can recover part of the cost through a lump-sum reimbursement from the authorities.
A key condition is that the training must be officially recognised by the competent public authority in the region where the employee works, namely Flanders, Brussels or Wallonia.
For finance and accounting profiles, this typically includes training in tax advisory, accounting, auditing and reporting, financial management and controlling, as well as IT tools, data analytics and digital accounting.
Training programmes may consist of daytime classes, evening or weekend courses or synchronous online education, provided that they include recognised contact hours.
Why educational leave is particularly relevant today
Educational leave has gained importance due to several structural developments. Regulatory changes are occurring more rapidly, making continuous upskilling essential. At the same time, labour market tightness is pushing employers to invest more actively in talent retention and development. In addition, finance roles are increasingly shifting towards analysis, interpretation and advisory work, requiring new and more advanced skill sets.
Educational leave therefore acts as a bridge between individual career development and the strategic needs of organisations.
Benefits of educational leave for employees and employers
For employees
Educational leave enables employees to strengthen their knowledge and skills without any loss of income. Salary continuity significantly lowers the financial barrier to lifelong learning.
Recognised training programmes also enhance employability. For finance and accounting professionals, this means staying ahead of regulatory changes, digital transformation and evolving job expectations, which in turn improves job security and career progression opportunities.
Educational leave further contributes to a better balance between work and learning. Because training can partly take place during working hours, pressure on evenings and weekends is reduced.
Finally, educational leave strengthens professional credibility. Recognised certificates and specialised expertise enhance professional standing and reinforce the sense of trust and recognition from the employer.
For employers
For employers, educational leave is an efficient way to strengthen organisational capabilities without bearing the full training cost alone. Thanks to public reimbursement, investment levels remain manageable.
Educational leave also supports employee motivation and retention. Employees who are given development opportunities tend to be more engaged and remain longer with the organisation.
Moreover, it improves the overall quality and future readiness of teams. Up-to-date expertise in taxation, accounting and digital tools reduces compliance risks and enhances the quality of advice and decision-making.
Finally, a clear educational leave policy contributes positively to employer branding, signalling a commitment to sustainable careers, learning and long-term development.
Who is eligible and how much leave is available?
Educational leave applies to private-sector employees who have an employment contract with a Belgian employer, follow a recognised training programme of at least 32 contact hours and are employed either full-time or part-time, with entitlements calculated on a pro rata basis.
In Flanders, the traditional paid educational leave system has been replaced by Flemish Training Leave. Employees can take up to 125 hours per academic year, while employers receive a lump-sum reimbursement that may vary annually.
In Brussels, paid educational leave continues to exist, with a reimbursement of approximately 22 euros per hour. The system has been modernised to better accommodate digital and flexible learning formats.
In Wallonia, employees are entitled to paid educational leave with reimbursement via Le Forem. The compensation amounts to approximately 21 euros per hour, subject to caps depending on the type of training and number of hours.
Exact amounts and ceilings are subject to annual adjustments.
How does it work in practice?
The employee first selects a recognised training programme and verifies its eligibility in the relevant region. The request must be submitted in due time, often before 31 October or within 15 days of enrolment. Proof of enrolment must be provided to the employer.
If all legal conditions are met, the employer cannot refuse the right to educational leave. However, discussions regarding scheduling may take place if operational continuity is at risk.
During educational leave, the employee continues to receive normal salary, subject to applicable salary caps for reimbursement purposes.
After completion of the training, attendance certificates must be submitted. Insufficient participation may result in partial or full loss of reimbursement rights.
Practical example for finance professionals
A full-time accountant enrols in a recognised tax programme consisting of 120 hours. Through educational leave, the training can be followed without any loss of salary. The employer receives a lump-sum reimbursement, while the employee strengthens expertise in current tax matters.
Conclusion: more than a training entitlement
Educational leave is far more than an administrative right. For finance and accounting professionals, it is a strategic lever to remain relevant in a rapidly evolving sector. For employers, it is a powerful tool to strengthen knowledge, engagement and long-term employability.
Organisations that actively integrate educational leave into their HR and learning policies invest not only in skills, but also in sustainable growth and future resilience.
For the most up-to-date procedures and recognition rules, the official websites of Flanders, Brussels Economy and Employment, and Le Forem remain the primary reference sources.
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