The First Job Agreement (Convention de Premier Emploi, CPE) is a fundamental Belgian legal scheme for helping young people enter the labour market. For employers, it is both a legal obligation and an opportunity to recruit talent with significant financial benefits. This detailed guide covers the whole scheme: practical obligations, available aid and best practice.
The Legal Framework of the First Job Agreement
The reference texts
The CPE is governed by several legal texts:
- Law of 24 December 1999 on employment: the founding text of the CPE (Title II, Chapter VIII)
- Royal Decree of 30 March 2000 implementing the law of 24 December 1999 (rules for applying the CPE)
- Programme law of 2 August 2002: amendments and clarifications
- Law of 30 March 2018 (on federal target-group reductions that became regional competences following the 6th State Reform)
- Regional decrees: each Region (Flanders, Wallonia, Brussels-Capital, German-speaking Community) has its own complementary support measures
Purpose of the scheme
Youth unemployment (ages 15-24) in Belgium stood at around 19% in 2025 (Eurostat), with significant regional disparities:
| Region | Youth unemployment rate (2025 estimate) |
|---|---|
| Flanders | ~12% |
| Wallonia | ~28% |
| Brussels-Capital | ~30% |
| Belgium (average) | ~19% |
The CPE aims to reduce this unemployment by requiring employers to reserve a share of their hires for people under 26.
Who Is Subject to the First Job Agreement Obligation?
Employers subject to the obligation
Subject to the First Job Agreement obligation:
All private-sector employers employing at least 50 workers, calculated in full-time equivalents (FTE), on 30 June of the previous year.
Exempt from the obligation:
- Businesses with fewer than 50 workers
- Educational institutions (for teaching staff)
- Certain public-sector employers (governed by other schemes)
Calculating headcount
Headcount is calculated in full-time equivalents (FTE) based on the DmfA (Multifunctional Declaration/Multifunctionele Aangifte) return for the second quarter (April-May-June) of the previous year.
Concrete example:
The company "LogiBelgique SA" employs the following on 30 June 2025:
- 35 full-time employees = 35 FTE
- 10 half-time employees = 5 FTE
- 15 full-time manual workers = 15 FTE
- 4 student workers = not counted
- Total: 55 FTE → the company is subject to the First Job Agreement obligation for 2026
The mandatory quota
The obligation is 3% of headcount in full-time equivalents:
| Headcount (FTE) on 30/06 | CPE quota (3%) | Minimum number of young people |
|---|---|---|
| 50 | 1.5 | 2 young people |
| 75 | 2.25 | 3 young people |
| 100 | 3.0 | 3 young people |
| 150 | 4.5 | 5 young people |
| 200 | 6.0 | 6 young people |
| 500 | 15.0 | 15 young people |
| 1,000 | 30.0 | 30 young people |
Note: the quota is rounded up to the nearest whole number. A reduced quota of 1.5% can apply in certain sectors that have signed a derogating sectoral CBA, but with compensating measures.
The Different Types of First Job Agreement
CPE Type 1: Ordinary employment contract
This is the most common and simplest form of CPE:
| Feature | Detail |
|---|---|
| Contract type | Permanent contract or fixed-term contract of at least 6 months |
| Young person concerned | Under 26 at the time of hiring |
| Pay conditions | Normal pay according to sectoral scales |
| Duration of the CPE | Until the quarter in which the young person turns 26 |
| Formalities | DIMONA declaration with CPE mention |
Main benefit: the young person is hired like any other worker, receives the same social protection and accrues seniority.
CPE Type 2: Integration agreement (transition traineeship)
This type of CPE combines work and training:
| Feature | Detail |
|---|---|
| Duration | Minimum 3 months, maximum 6 months (renewable once) |
| Working time | At least half-time with the company |
| Training | The remaining time is devoted to training (organised by the Forem, Actiris, VDAB, ADG or an approved provider) |
| Pay | ONEM traineeship allowance + additional payment from the employer |
| Agreement | Tripartite: employer, young person, regional employment service |
Allowances (2026 estimated amounts after indexation):
- ONEM traineeship allowance: around EUR 27.50/day (for a full-time traineeship)
- Employer payment: at least EUR 200/month
CPE Type 3: Work-study traineeship agreement
Intended for young people in work-study training (CEFA, IFAPME, SFPME, Syntra):
| Feature | Detail |
|---|---|
| Target group | Young people aged 15 to 25 in work-study training |
| Framework | Unified work-study contract (since the 2015 reform) |
| Pay | Progressive allowance depending on the training year |
| Benefit | Counts as a CPE in the quota calculation |
Work-study allowances (2026 indicative amounts):
- Year 1: around EUR 340/month
- Year 2: around EUR 480/month
- Year 3: around EUR 620/month
Financial Support for Employers
Reductions in employer contributions
Since the 6th State Reform (2014), target-group reductions for hiring young people have become a regional competence. Each Region has its own scheme:
In the Walloon Region: Impulsion Insertion
| Category of young person | Maximum aid | Duration |
|---|---|---|
| Low-skilled (max CESS), under 25, registered with the Forem for ≥ 6 months | EUR 700/month | 36 months maximum |
| Medium-skilled (max bachelor's), under 25, registered with the Forem for ≥ 6 months | EUR 500/month | 24 months maximum |
| Very low-skilled (no CESS), under 25 | EUR 750/month | 36 months maximum |
Procedure: the aid is requested via the Forem portal by the employer, after checking the young person's eligibility. The Forem issues an "Impulsion" card to eligible young people.
In the Brussels-Capital Region: Activa.brussels
| Category | Aid | Duration |
|---|---|---|
| Job-seeker under 30 registered with Actiris for ≥ 6 months | Work allowance deducted from net pay (EUR 312 – 700/month) | 6 to 30 months depending on profile |
| Under 25 without CESS | Enhanced aid: up to EUR 800/month | 30 months |
Brussels specifics: Brussels also offers the Professional Transition Premium for company traineeships and the Work-Study Premium for young people.
In the Flemish Region: Youth target-group reduction
| Category | NSSO reduction | Duration |
|---|---|---|
| Low-skilled (under 25, no secondary diploma) | EUR 1,150/quarter | 8 quarters |
| Medium-skilled (under 25, secondary diploma) | EUR 1,000/quarter | 8 quarters |
| Work-study student | Specific reduction built in | Duration of the training |
Procedure: via the VDAB, the target-group reduction card is issued. The reduction is applied in the quarterly DmfA return.
In the German-speaking Community
The ADG (Arbeitsamt der Deutschsprachigen Gemeinschaft) offers similar schemes adapted to the local market. Amounts and conditions can be found on adg.be.
The structural reduction in employer contributions
Regardless of regional aid, all Belgian employers benefit from the structural reduction in employer contributions, which lowers the effective contribution rate from around 32% to around 25% for low and medium wages.
Unemployment activation: a mutual benefit
For young people receiving integration allowances (formerly "waiting allowance"), the activation system works as follows:
- The young person receives an integration allowance from the ONEM (the amount varies with family situation, around EUR 480 – 900/month)
- When hired, this allowance is converted into a work allowance
- The work allowance is deducted from the net pay the employer must pay
- Result: the employer's wage cost is reduced by the amount of the allowance
Concrete example:
A Brussels employer hires a 23-year-old (no CESS, registered with Actiris for 12 months) under Activa.brussels:
- Gross monthly pay: EUR 2,200
- Employer contributions (after the structural reduction): around EUR 550
- Work allowance deducted from net pay: EUR 500/month
- Activa.brussels regional aid: the young person receives their normal net pay, the allowance is deducted
- Estimated total saving for the employer: EUR 500/month for 30 months = EUR 15,000
Practical Obligations and Formalities
1. Calculating and checking the quota
When? Every year, once the second-quarter DmfA data has been received.
How?
- Calculate your FTE headcount on 30 June
- Apply the 3% rate
- Round up to the nearest whole number
- Compare with the number of workers under 26 actually employed
- If the quota is not met, plan hires
2. DIMONA declaration
When hiring a young person under a CPE, the employer must make a specific DIMONA declaration (Immediate Declaration/Onmiddellijke Aangifte):
- Before the young person starts work (at the latest, the same day)
- Type of declaration: DIMONA "IN" with the CPE type stated
- Via: the social security portal (socialsecurity.be) or your social secretariat
3. Quarterly DmfA declaration
The (quarterly) DmfA declaration must state:
- CPE workers employed
- The type of CPE (1, 2 or 3)
- Contribution reductions applied
- The corresponding target-group reduction code
4. Annual report to the works council
If your company has a works council (mandatory from 100 workers), you must present an annual report on:
- The number of CPE workers employed
- Compliance with the mandatory quota
- Prospects for hiring young people
- Training actions put in place
This report is part of the economic and financial information that the employer must provide to the works council (law of 20 September 1948, article 15).
5. The role of the social secretariat
Approved social secretariats (Securex, Acerta, Liantis, SD Worx, Partena, Group S, etc.) can support you with:
- Calculating the First Job Agreement quota
- DIMONA and DmfA declarations
- Identifying applicable regional aid
- Managing CPE contracts
- Optimising contribution reductions
Penalties for Non-Compliance
Compensatory contribution
An employer who fails to meet the mandatory First Job Agreement quota of 3% must pay a compensatory contribution to the NSSO (ONSS):
| Infringement | Penalty |
|---|---|
| Failure to meet the CPE quota | EUR 75 per calendar day and per missing young person |
| Annual calculation | Number of days x EUR 75 x number of missing young people |
Concrete example:
The company "MetalBelgique SA" (100 FTE) has a First Job Agreement quota of 3 young people. It employs only 1 throughout 2026.
- Missing young people: 3 – 1 = 2
- Calendar days in the year: 365
- Compensatory contribution: 2 x 365 x 75 = EUR 54,750
This amount is considerably higher than the cost of hiring two additional young people. It is always more advantageous to meet the quota.
Social inspectorate checks
The Social Law Inspectorate (FPS Employment, Labour and Social Dialogue) carries out regular checks:
- Verification of CPE quota compliance
- Checks on DIMONA and DmfA declarations
- Verification that CPE jobs are genuine (no "fake CPEs")
- Checks on compliance with working conditions
Additional penalties
- Loss of NSSO reductions: target-group reductions can be withdrawn retroactively in cases of fraud
- Criminal penalties: for fraud relating to employment aid (Social Penal Code, articles 175 et seq.): a level 2 fine (amount between EUR 400 and 4,000, multiplied by the number of workers concerned) or an administrative fine of EUR 200 to 2,000
Best Practices for Recruiting Young People
Working with regional employment services
| Service | Region | Services offered |
|---|---|---|
| VDAB | Flanders | Candidate pre-selection, tailored training, transition traineeships |
| Actiris | Brussels-Capital | Employer-youth matching, hiring premiums, individual support |
| Forem | Wallonia | Qualifying training, company traineeships, recruitment support |
| ADG | German-speaking Community | Personalised support, training |
Setting up a structured onboarding programme
A well-designed onboarding programme is essential for young workers:
- Day 1: formal welcome, introduction to the team, tour of the premises, equipment handed over
- Week 1: training on company tools and processes, presentation of duties
- Month 1: an experienced mentor assigned, first measurable objectives
- Quarter 1: first review meeting, adjustment of duties, feedback
Combining the CPE with ongoing training
There are many combined training options:
- Paid educational leave: the young person can take training during working hours (max 80 to 120 hours/year depending on the type of training), the employer is partly reimbursed by the competent Community
- Sectoral training: many sectoral funds (Cefora, IFP, Alimento, Volta, etc.) offer free training funded by employer contributions
- Training cheques (Wallonia): EUR 30 per cheque (EUR 15 paid by the company, EUR 15 subsidised), valid for 1 hour of training with an approved provider
- KMO-portefeuille (Flanders): subsidies for training SME workers
Retaining young talent
Staff turnover among young workers is high (around 25% leave their first job within the first 12 months). To retain them:
- Offer a clear career plan with development prospects
- Offer a competitive salary as soon as the CPE period ends
- Allow flexibility (working hours, remote work) wherever possible
- Invest in ongoing training and skills development
- Regularly seek their feedback and involve them in decisions
Special Cases and FAQs
"The young person is 25 years and 10 months old when hired — is this a CPE?"
Yes, as long as the young person is under 26 at the time of hiring, they are eligible for a First Job Agreement. It runs until the quarter in which the young person turns 26. Even if the period is short, it counts towards the quota.
"Does a student contract count as a CPE?"
No. Student employment contracts (max 600 hours a year with reduced solidarity contributions) do not count towards the CPE quota. The student must be hired under an ordinary employment contract to be counted.
"Does a temporary agency worker count?"
A temporary agency worker is counted in the headcount of the temp agency (their legal employer), not in that of the user company. The user company cannot include temporary agency workers in its CPE quota.
"My company is restructuring — am I exempt?"
No, the CPE obligation applies even to companies undergoing restructuring. However, a derogation request can be submitted to the FPS Employment in exceptional circumstances.
"Can I count an apprentice?"
Yes, young people under a work-study contract (CEFA, IFAPME, Syntra) count towards the CPE quota (CPE Type 3).
Resources and Contacts
| Resource | Contact |
|---|---|
| FPS Employment, Labour and Social Dialogue | emploi.belgique.be — information on the CPE |
| NSSO (ONSS) | socialsecurity.be — declarations and reductions |
| ONEM | onem.be — integration allowances and activation |
| Forem | forem.be — services for Walloon employers |
| Actiris | actiris.brussels — services for Brussels employers |
| VDAB | vdab.be — services for Flemish employers |
| ADG | adg.be — services in the German-speaking Community |
| Social secretariats | SD Worx, Securex, Acerta, Liantis, Group S, Partena |
Conclusion
The First Job Agreement is not just a legal obligation: it is an investment in the future of your business and of Belgian society. Substantial financial support (regional NSSO reductions, unemployment activation, the structural reduction) considerably lowers the cost of hiring young people, making the scheme financially attractive. The compensatory contribution of EUR 75 per day and per missing young person sends a clear signal: it is far more costly NOT to meet the quota than to recruit young people. Work with regional employment services, invest in a quality onboarding programme, and turn this obligation into a strategic opportunity to renew and diversify your teams.
