Information portal on the legal framework for sex work in Belgium

Legal statuses of sex workers

Two statuses exist in Belgium: employee under an employment contract with an accredited employer, or self-employed. Here is what each one entails.

On this page

1. The sex work employment contract 2. Fundamental rights of employees 3. Self-employed status 4. What is not allowed

1. The sex work employment contract

The law of 3 May 2024 created a specific employment contract for sex work. This contract offers the same social protections as any standard employment contract, along with additional rights specific to the sector.

Contract requirements

  • The contract must be written and signed individually by each worker before the start of work (art. 6).
  • It must state the employer's accreditation number.
  • The employer must be an accredited legal entity (private limited company, cooperative or non-profit organisation) — not a natural person (art. 14).
  • Working from home is possible, with a written agreement renewable every 6 months and conditions set by collective agreement (art. 9).

Social protection

  • Social security contributions, like any employee
  • Health and disability insurance
  • Retirement pension
  • Unemployment benefits
  • Family allowances
  • Workplace accident insurance
  • Annual leave

2. Fundamental rights of employees

The law of 3 May 2024 guarantees specific rights, tailored to the nature of the activity:

Right of refusal (art. 7)

  • The worker may at any time refuse a client, refuse to perform a sexual act, or interrupt or stop a sexual act in progress.
  • Exercising this right must not lead to any negative consequence: no loss of pay, no sanction, no dismissal.
  • If the employer dismisses a worker in connection with the exercise of this right, they must pay compensation equal to 6 months' salary (art. 7, §6).

Free departure (art. 8)

  • The worker may terminate their contract at any time, without notice and without compensation.
  • This right is absolute and cannot be limited by any contractual clause.
  • The employer may not take any measures to make the worker's departure more difficult.
Other protections: The employer may not delegate their managerial authority to a third party (art. 17, 1°). Camera surveillance is prohibited in sex work spaces. The employer may not impose a minimum alcohol consumption or unwanted sexual practices.

3. Self-employed status

Sex work can also be practised under self-employed status. In this case, the person works on their own account, without an employer. They are responsible for their own social contributions, bookkeeping and tax obligations.

Self-employed status gives access to the self-employed social security system (pension, health and disability insurance, family allowances), but not the same protections as an employment contract (no unemployment benefits, no protection against dismissal). The person remains free to advertise their own services within the permitted frameworks (dedicated window or specialised platform).

4. What is not allowed

  • No minors — Only persons aged 18 and over may engage in sex work, regardless of their status (art. 4).
  • No student contracts — Sex work may not be performed under a student employment contract (art. 5).
  • No flexi-jobs — The flexi-job regime does not apply (art. 5).
  • No secondment — An accredited employer may not place a sex worker at the disposal of a third party (art. 5).
  • No natural person as employer — Only a legal entity (private limited company, cooperative, non-profit) may act as employer (art. 14).