The Contract Termination Letter is a crucial document used in Belgian employment relationships to formally end an employment contract. It must be drafted in accordance with Belgian employment law, which has specific requirements regarding notice periods, formal communication, and employee protections. The document is used when either party wishes to terminate the employment relationship and must include mandatory elements such as notice periods calculated according to Belgian legislation, clear termination dates, and any applicable severance details. The letter serves as official documentation of the termination decision and outlines both parties' rights and obligations during the notice period and after termination. Given Belgium's complex employment law framework, including regional language requirements and sector-specific regulations, the letter must be carefully drafted to ensure legal compliance and avoid potential disputes.
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1. Sender Details: Full company name, registration details, and address of the employer
2. Recipient Details: Full name and address of the employee
3. Date: Date of the letter (crucial for notice period calculations)
4. Subject Line: Clear indication that this is a contract termination notice
5. Contract Reference: Details of the employment contract being terminated, including start date
6. Termination Declaration: Clear and unambiguous statement of termination
7. Notice Period: Specification of notice period or payment in lieu of notice
8. Last Working Day: Clear statement of the final day of employment
9. Return of Company Property: List of company items to be returned
10. Signature Block: Space for authorized signatory details and signature
1. Reason for Termination: Required under CBA 109 for terminations initiated by employer, but optional for employee-initiated terminations
2. Garden Leave: Include if employee is being placed on garden leave during notice period
3. Non-Compete Reminder: Include if employment contract contains post-termination restrictions
4. Final Settlement Details: Include if specifying details of final salary, bonus, or vacation pay calculations
5. Outplacement Services: Include if company is offering outplacement support
6. Confidentiality Reminder: Include if emphasizing ongoing confidentiality obligations
7. Medical Examination: Include if a final medical examination is required by law or company policy
1. Calculation of Final Payments: Detailed breakdown of final salary, holiday pay, and other entitlements
2. Company Property List: Itemized list of company property to be returned
3. Exit Checklist: List of administrative tasks to be completed before last working day
4. Outstanding Benefits Statement: Summary of any continuing benefits or insurance coverage
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Banking and Finance
Technology
Manufacturing
Retail
Professional Services
Healthcare
Education
Construction
Hospitality
Telecommunications
Energy
Transportation
Media and Entertainment
Real Estate
Insurance
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Employee Relations
Corporate Governance
Personnel Administration
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Employment Lawyer
HR Business Partner
HR Administrator
Compliance Officer
Department Manager
Line Manager
Chief Human Resources Officer
Personnel Administrator
Employment Relations Specialist
HR Operations Manager
Company Secretary
Managing Director
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