����ֱ��

An Employment Certificate (Tewerkstellingsattest/Certificat de travail) is a mandatory document Belgian employers must provide when an employee leaves their job. It confirms key details about the work relationship, including the start and end dates of employment, job functions, and the nature of the contract.

Under Belgian labor law, employers need to issue this certificate within 30 days of the employment ending. The document helps former employees prove their work history when applying for unemployment benefits, new jobs, or residence permits. Unlike more detailed references, it sticks to objective facts and doesn't include performance evaluations or reasons for departure.

You need an Employment Certificate when ending any employment relationship in Belgium. The most common situations include employee resignations, terminations, retirement, or the completion of fixed-term contracts. Getting this document right matters because it's legally required and affects your former employee's ability to access unemployment benefits.

Use it immediately after the employment ends—Belgian law requires issuing it within 30 days. The certificate becomes especially important when employees need to prove their work history for new jobs, social security claims, or visa applications. Having it ready helps avoid legal complications and supports smooth transitions for departing staff.

• Job Experience Certificate: Standard version detailing employment duration and job functions, commonly used for job applications and career verification.
• Certificate of Employment and Compensation: Enhanced version including salary details, useful for loan applications or social security claims.
• No Employment Certificate: Confirms that no employment relationship exists or existed, often needed for legal compliance or visa purposes.

• HR Departments: Responsible for drafting and issuing Employment Certificates, maintaining accurate employment records, and ensuring timely delivery within legal deadlines.
• Employers: Legally obligated to provide these certificates, with authorized representatives required to sign and validate the documents.
• Employees: Primary beneficiaries who need these certificates for job applications, unemployment benefits, or visa procedures.
• Government Agencies: Use these certificates to verify employment history for social security, immigration, or tax purposes.
• Labor Inspectors: Monitor compliance with certificate issuance requirements and investigate complaints about missing or incorrect documentation.

• Basic Details: Gather employee's full name, national registry number, and exact employment dates.
• Job Information: Document precise job titles, department assignments, and any significant role changes during employment.
• Contract Details: Note the type of employment contract, full-time or part-time status, and work location.
• Verification Process: Cross-check all information against HR records and employment agreements.
• Format Selection: Use our platform's template to ensure all legally required elements are included and properly formatted.
• Internal Review: Have HR manager or department head verify accuracy before issuing the final document.

• Company Details: Full legal name, address, and registration number of the employer.
• Employee Information: Complete name, national registry number, and residential address.
• Employment Period: Precise start and end dates of the employment relationship.
• Position Details: Official job title(s) and primary responsibilities held during employment.
• Contract Type: Nature of employment agreement (fixed-term, permanent, etc.).
• Work Schedule: Full-time or part-time status with specific regime if applicable.
• Authentication: Date of issuance, employer's signature, and company stamp if required.
• Legal Compliance: Statement confirming adherence to Belgian labor law requirements.

An Employment Certificate differs significantly from an Employment Reference Letter. While both documents relate to employment verification, they serve distinct purposes and have different legal requirements in Belgium.

• Legal Status: Employment Certificates are legally mandatory documents employers must provide, while reference letters are voluntary professional courtesies.
• Content Scope: Certificates stick to objective facts like employment dates and positions, while reference letters include subjective elements like performance evaluations and personal recommendations.
• Timing: Certificates must be issued within 30 days of employment ending, but reference letters can be written at any time upon request.
• Purpose: Certificates primarily serve administrative and legal purposes (unemployment benefits, visa applications), while reference letters support job applications and career advancement.
• Format: Certificates follow strict legal formatting requirements, whereas reference letters can be more flexible in structure and content.