😮‍💨 Compliance, audits, the Labour Deal? No stress!

Yes, the Federal Learning Account (FLA) was definitively abolished as of 1 January 2026, following a law of 14 January 2026 that was voted on 18 December 2025. In concrete terms, this means the registration obligation for employers has lapsed entirely: there is no longer a federal system in which you must record employees' training days or hours. What does remain in place are the underlying legal obligations — the training plan for companies with 20 or more employees and every employee's individual training right. Those two were never tied to the FLA as a tool, and so do not disappear with it.Many employers and HR managers currently assume, wrongly, that all training obligations disappear along with the FLA. That is not the case: only the registration instrument disappears, not the obligations themselves. This page sets out what exactly lapses, what remains, what happens to the existing data, and what may be coming in 2027.

From twenty employees, every full-time employee is federally entitled to at least five training days per year (this was still four days in 2023); with ten to nineteen employees, a federal minimum of one training day per year per full-time employee applies, and below ten employees federal law imposes no minimum. These are the federal minimum rules: the actual number depends on your joint committee (paritair comité), because sectoral collective agreements (cao's) may deviate from them. If an employee works part-time, the number of days is calculated pro rata. This individual training right was introduced by the law of 3 October 2022 (the 2022 labour deal, or Arbeidsdeal) and is separate from, but closely linked to, the obligation to draw up an annual training plan.If an employee does not use all of their training days in a given year, they are not lost: they carry over to the next year as training credit. That credit runs in fixed five-year periods, though — the first from 1 January 2024 to 31 December 2028 — and at the end of each period every employee's balance is reset to zero collectively. Both formal training (courses and training sessions with an instructor) and informal learning (coaching, self-study, onboarding by a colleague) count, as long as they are work-related — wellbeing training also qualifies.In this guide you will read, per company size, how many days you must provide, what happens to unused days, when sectoral collective agreements deviate, and how this right relates to the training plan and the announced individual learning account.

Does your company have 20 or more employees? Then, since the 2022 labour deal (Arbeidsdeal, the law of 3 October 2022), you are required to draw up an annual training plan, adopted by 31 March at the latest. The plan lists the formal and informal training you plan to provide that year, with specific attention to shortage occupations, the gender dimension and at-risk groups. You first discuss the draft with the works council or trade union delegation, and then file the final plan with the FPS Employment (FOD Werkgelegenheid).The precise content requirements follow from the royal decree of 14 July 2024. Employers with fewer than 20 employees are exempt from this formal planning obligation. In this guide you will see who the obligation applies to, which deadlines you must meet, what exactly the plan must contain and how to organise the consultation correctly.