Study and training leave in 2025-2026: everything employers need to know

The new school year has started: a time in which employees often contact their employer with questions about training. Employees can are entitled to paid study leave or Flemish training leave under certain conditions. Specifically, this means that they can be absent from work to attend training, while their salary (note: it is capped) continues to be paid. This system allows employers to strengthen the expertise and competencies within their company, while giving employees extra motivation. It also offers many advantages for employees: they acquire new knowledge or skills, are given the time to do so and know that their employer supports them. 

As an employer, you cannot refuse this leave, but you can make agreements to schedule absences as best you can. We list everything you need to know in this blog.

Brussels & Wallonia vs. Flanders

The difference between the two systems – paid study leave and Flemish training leave – depends on the region. Employees working in Brussels or Wallonia can take paid study leave to follow accredited training courses. They can be absent to attend classes and to study for the course. During that period, the employer continues to pay their salary, albeit within the limits of a capped amount. Employers can reclaim part of the payroll costs from the competent regional authorities at a fixed rate per hour.

A different system applies in Flanders: Flemish training leave (VOV). The specific rules differ, but the basic principles are the same as for paid study leave: employees are given time to study, while their salary is largely guaranteed.

Kan je een aanvraag weigeren?

Werkgevers mogen de aanvraag niet weigeren – een werknemer heeft recht op opleidingsverlof of educatief verlof, op voorwaarde dat de opleiding erkend is en hij of zij de lessen correct volgt. Belangrijk is wel dat de werknemer de juiste procedure volgt. Hou rekening met volgende deadlines:

• Voor opleidingen die over een volledig schooljaar lopen, moet de aanvraag ten laatste op 31 oktober worden ingediend indien het gaat over educatief verlof.
• Voor het VOV geldt een termijn van 2,5 maanden na de startdatum van de opleiding waarbinnen de werknemer het VOV moet aanvragen bij zijn werkgever. Bij educatief verlof geldt de termijn van 15 dagen.

Can you refuse an application?

Employers may not refuse the application – employees are entitled to study leave, providing the training course is accredited and they follow the lessons conscientiously. However, it is important that the employee follows the correct procedure. Keep in mind the following deadlines:

• For training courses lasting an entire school year, the application must be submitted by 31 October at the latest.
• For other courses, the deadline is 2.5 months after the course start date. 

How do you plan absences? 

While you cannot refuse training leave, you can ensure continuity with proper planning. Agreements about this are established in the works council. If the works council is not present, the matter is handled with the trade union representatives; if there are none, agreements are made directly with the employees concerned.

The law also provides a limit on the number of employees who can be absent simultaneously, depending on the size of the company:

• Fewer than 20 employees: you may object if more than 10% of the personnel are absent at the same time.
• 20 to 50 employees: you may object if more than 10% of employees in the same position are absent simultaneously.
• More than 50 employees: the same 10% rule applies per position, however the works council determines what constitutes 'the same position'.

Important: regardless of the situation, at least one employee must always be allowed to be absent for training.

Changes for the 2025-2026 school year 

Several changes have been made to the system this school year. There is only one major change for paid study leave in Brussels and Wallonia: the capped salary is indexed at €3,714. The same limit also applies to Flemish training leave.

Additionally, there are several new features in Flemish training leave this school year. For example, some training courses are no longer recognised as accredited Flemish training leave courses, and access to the system has been tightened. Only employees who work at least four-fifths and an average of 28 hours per week are eligible to apply for Flemish training leave. 

Flanders training leave in practice

An Acerta study shows that over 2% of all employees in the Flemish private sector – approximately 1 in 47 – made use of Flemish training leave last school year.

However, the figures show clear differences:

• Employees in large companies use it more often than those in small companies.
• Blue-collar workers take more training leave than white-collar workers, although the latter set a record this year. Of these, 1.8% applied for training leave in the 2024-2025 school year.
• Age also plays a role: younger employees are currently more likely to take up the opportunity than their older colleagues.

It is clear the system reforms will have an impact. This makes it more important than ever for employers and employees to make conscious decisions together regarding training and talent development. As an employer, you cannot refuse training leave, but you can turn it into an opportunity. By making clear agreements and allowing time for training, you are investing both in the motivation and the future of your employees.it een studie van Acerta blijkt dat ruim 2% van alle werknemers in de Vlaamse privésector – ongeveer 1 op 47 – vorig schooljaar gebruik maakte van het Vlaams opleidingsverlof.