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A Separation Certificate is the official document Belgian employers must provide when ending an employment relationship. It proves your work history and helps you access unemployment benefits through the National Employment Office (ONEM/RVA). The certificate includes key details like your employment dates, reason for separation, and final salary information.

Belgian law requires employers to issue this certificate within your final working week. You'll need it to register with employment services and claim benefits. The document also serves as proof of your professional experience, making it valuable for future job applications and social security purposes.

You need a Separation Certificate right after your employment ends in Belgium. This document becomes essential when applying for unemployment benefits through ONEM/RVA, as they require proof of your previous employment and the circumstances of your departure. It's also crucial when starting a new job search, as it validates your work history to potential employers.

The certificate proves particularly valuable during employment disputes, social security claims, or tax declarations. Belgian law requires employers to provide it automatically, but you can request one immediately if there's any delay. Keep it safe - employment agencies, government offices, and future employers often need to see the original document.

• Standard Employment Termination: The basic version covers regular employment endings, listing job details and termination date
• Force Majeure Separation: Used for unexpected terminations due to extraordinary circumstances, requiring additional documentation
• Mutual Agreement Certificate: Details terms when both employer and employee agree to end the contract
• Disciplinary Termination: Contains specific sections documenting conduct-related separations and relevant proceedings
• Economic Reasons: Specialized format for company restructuring or financial difficulties, including additional social rights information

• Employers: Must prepare and issue the Separation Certificate, ensuring all employment details and termination information are accurate and complete
• HR Departments: Handle the administrative process, maintain records, and ensure compliance with Belgian labor laws
• Employees: Receive and use the certificate to prove employment history and claim unemployment benefits
• ONEM/RVA: Reviews certificates when processing unemployment benefits and verifying employment records
• Employment Agencies: Use certificates to verify candidates' work history and eligibility for new positions

• Employee Details: Gather full name, national registry number, and complete employment history dates
• Contract Information: Document type of employment contract, job title, and final position held
• Termination Details: Note the exact end date and specific reason for employment termination
• Compensation Data: Include final salary details, outstanding vacation pay, and any severance payments
• Verification Steps: Double-check all dates and figures against HR records for accuracy
• Format Compliance: Use our platform's templates to ensure all legally required elements are included and properly formatted

• Identification Details: Full names and addresses of both employer and employee, plus employee's national registry number
• Employment Period: Precise start and end dates of the employment relationship
• Job Information: Detailed description of position, department, and final role
• Termination Specifics: Clear statement of separation reason and type (dismissal, resignation, mutual agreement)
• Financial Summary: Final salary details, outstanding benefits, and vacation pay calculations
• Legal Compliance: Reference to relevant Belgian labor law provisions and collective agreements
• Authentication: Date, location, and authorized signatures from both parties

A Separation Certificate differs significantly from a Separation Agreement in both purpose and legal effect. While both documents relate to employment termination, they serve distinct functions in Belgian labor law.

• Legal Nature: A Separation Certificate is a mandatory administrative document proving employment history, while a Separation Agreement is a negotiated contract outlining termination terms
• Timing: The Certificate must be issued upon employment end, but an Agreement can be drafted and signed before the actual separation
• Content Scope: Certificates contain factual employment data and dates, while Agreements detail mutual obligations, severance terms, and potential non-compete clauses
• Negotiability: Certificates follow a standard format required by law, whereas Agreements can be customized based on both parties' needs
• Primary Use: Certificates enable unemployment benefits and verify work history, while Agreements protect both parties' interests and prevent future disputes