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A Maternity Policy outlines how your Belgian company handles pregnancy-related leave and supports expecting mothers in the workplace. It covers the legal minimum of 15 weeks of maternity leave, including at least one week before and nine weeks after childbirth, as required by Belgian social security law.

This policy details important rights like pregnancy-related medical appointments, workplace adaptations for safety, and protection against dismissal during pregnancy. It also explains how the mother's salary continues at 82% for the first month and 75% afterward, subject to social security caps, plus any additional company-specific benefits.

Use a Maternity Policy when setting up a new Belgian company or updating your existing workplace policies. It's essential to have this policy in place before hiring your first employees, as it helps everyone understand maternity rights and procedures from day one.

The policy becomes particularly important when an employee announces their pregnancy. Having clear guidelines ready means managers can immediately provide accurate information about leave periods, salary continuation, and workplace accommodations. It also helps HR teams process maternity-related requests consistently and in full compliance with Belgian labor laws.

• Basic maternity policies cover mandatory Belgian requirements like 15-week leave periods and salary continuation rules
• Enhanced policies add extra company benefits like additional paid leave or flexible return-to-work arrangements
• Sector-specific policies adapt to unique industry needs, such as healthcare workers' exposure risks or retail shift scheduling
• Integrated family policies combine maternity guidelines with related benefits like paternity leave and childcare support
• International company policies align Belgian requirements with global corporate standards while maintaining local compliance

• HR Managers: Draft and maintain the Maternity Policy, ensure compliance with Belgian labor laws, and handle implementation
• Pregnant Employees: Primary beneficiaries who rely on the policy for understanding their rights, leave periods, and benefits
• Line Managers: Apply the policy daily, manage leave requests, and coordinate workplace accommodations
• Company Directors: Approve policy content and any enhanced benefits beyond legal minimums
• Social Inspectorate: Monitor compliance with Belgian maternity protection regulations during workplace inspections

• Legal Requirements: Review current Belgian maternity leave regulations, including minimum leave periods and salary continuation rules
• Company Details: Gather information about existing benefits, workplace size, and sector-specific needs
• Consultation: Check with works council or union representatives about any collective agreements affecting maternity rights
• Documentation: Prepare clear procedures for leave requests, medical certificates, and return-to-work processes
• Communication Plan: Create simple guides explaining the policy to employees and training materials for managers

• Leave Duration: Specify the mandatory 15-week maternity leave period, including pre-birth and post-birth allocations
• Salary Provisions: Detail the 82% first-month and 75% subsequent-months payment structure
• Protection Rights: Outline dismissal protection periods and workplace accommodation requirements
• Notification Process: Include procedures for pregnancy announcement and medical certificate submission
• Return Protocol: Describe return-to-work procedures, including breastfeeding accommodations and flexible arrangements
• Additional Benefits: List any company-specific enhancements beyond legal minimums

A Maternity Policy differs significantly from an Flexible Working Policy, though they often work together in supporting employees' work-life balance. While both address workplace arrangements, their scope and application serve distinct purposes in Belgian employment law.

• Legal Focus: Maternity Policies specifically cover pregnancy-related rights and protections, while Flexible Working Policies address broader arrangements like remote work, adjusted hours, or part-time schedules
• Time Frame: Maternity Policies govern a fixed period (15 weeks in Belgium), while Flexible Working arrangements can be ongoing
• Protected Status: Maternity leave is a legally protected right with strict compliance requirements, whereas flexible working arrangements are typically negotiated between employer and employee
• Compensation Rules: Maternity Policies must include specific salary continuation rates (82%/75%), while flexible working arrangements usually maintain regular salary structures