Mandatory time tracking from 2027: everything employers & employees need to know

Time tracking has been a topic of discussion among policymakers, employers and social partners for several years. With the recent political agreement, the federal government is taking the next step: from 1 January 2027, a general obligation to register working time will be introduced. But what does this mean in practice? And how can you start preparing today?

Why is time tracking becoming mandatory?

The introduction of mandatory time tracking is not happening overnight. In recent years, pressure to align Belgian legislation with European rules has increased.

The European context

This change is driven by rulings from the Court of Justice of the European Union, which stated that employers must implement an:

“objective, reliable and accessible system” to record working time.

Why? Because European working time rules (maximum hours, rest periods and overtime) can only be enforced if working hours are actually recorded.

The Belgian reality

Belgium is currently one of the few European countries without a general obligation. This leads to:

• uncertainty in disputes
• differing interpretations by courts
• potential risk of EU sanctions

In case of disputes about working hours or work performed outside normal schedules (e.g. evenings or weekends), the absence of a tracking system may also work against the employer.

What will change from 2027?

Although the detailed legislation is still being developed, the key principles are already clear.

Entry into force

• The obligation will apply from 1 January 2027
• It is currently a political agreement that still needs to be translated into law

What is expected from employers?

From 2027 onwards, every employer must have a system that is:

• objective
• reliable
• accessible

and capable of recording daily working time.

Will the punch clock return?

No and that is an important point.

The government has made it clear that traditional punch clocks are not required. Any system that accurately records working time will be acceptable.

Examples include:

• digital time tracking software
• badge or access control systems

The focus is on the outcome (accurate tracking), not the tool itself.

What are the benefits for employers and employees?

Although the measure may initially seem like an additional administrative burden, it also offers clear advantages.

For employers

• greater legal certainty
• protection against unfounded overtime claims
• improved HR management
• increased transparency

For employees

• better protection of working and rest time
• greater transparency regarding hours worked
• improved work-life balance
• stronger enforceability of rights

Without proper tracking, these rights often remain theoretical. With a solid system in place, they become enforceable in practice.

How can employers prepare?

Even though 2027 may seem far away, now is the time to take action.

1. Evaluate your current systems

• Excel tracking?
• badge systems?
• existing software?

Check whether they are objective, reliable and accessible.

2. Align your work regulations

The new obligation will impact:

• work regulations
• working time arrangements
• remote work and flexibility policies

3. Think strategically

Go beyond compliance:

• gain insight into productivity
• optimise work organisation
• improve workforce planning

4. Involve HR and management

Successful implementation requires:

• clear communication
• employee buy-in
• practical guidelines

5. Monitor legal developments

Stay informed about:

• final legislation
• possible exceptions
• implementation guidelines

From obligation to opportunity

Mandatory time tracking will mark a significant shift in the Belgian labour market.

Organisations that act early can turn this obligation into a strategic advantage, with more transparency, better HR insights and stronger protection for both employers and employees.

Learn more about salaries & transparency

Time tracking is closely linked to another hot topic: salaries.

Read more:

• Salary transparency in Europe: what does it mean for employers?
• The wage index explained: what does it mean for your salary?