Clarinval draws up retail plan with implications for franchising

Belgium’s Federal Minister for Employment and the Economy, David Clarinval, aims to present an action plan to tackle unfair competition in Belgian retail before the end of 2026. For the franchise sector, a key part of the debate concerns differences in employment conditions between franchised stores and stores operated directly by retail chains. No specific measures have yet been agreed.

Second round-table discussion to lead to proposals

Clarinval has organised a second round-table discussion on the future of retail at Belgium’s Central Economic Council. According to a report by 21News on 13 October, employers’ organisations and trade unions identified several priorities during the talks. The minister’s office must now turn these into a working approach and initial proposals.

The talks follow an initial round table held on 15 June, when structural problems in retail and the possible harmonisation of employment conditions were already on the agenda. Preparatory work began earlier still: in 2025, the minister asked the Federal Public Service Employment and the Central Economic Council to examine the impact of changes in the retail sector.

That analysis covered franchise models, digitalisation and new business structures, among other issues. Its central focus was their impact on employment conditions, wages and competitiveness. With the announced action plan, Clarinval intends to move from consultation and analysis to concrete proposals.

His office will develop initial options over the coming weeks. Employers’ organisations, trade unions and retail representatives will then have the opportunity to discuss them and suggest adjustments where necessary. The deadline for presenting the plan is the end of this year.

Different employment rules within the same retail market

One sensitive issue is the difference between company-operated stores and those run by franchisees. These do not always fall under the same joint committee — the sector-based bodies through which employers and trade unions negotiate employment terms in Belgium. As a result, wages and employment conditions can differ, even where stores compete in the same market.

This distinction can lead to different staffing costs. The question is therefore not simply how a store is organised commercially, but also which employment rules apply to its employer. The growth of franchised stores has brought this debate into sharper focus.

In early October, Colruyt, Aldi and Lidl joined three trade unions in urging the minister to create a level playing field. The issue is therefore attracting attention from both employers and employee representatives.

For the franchise sector, it is important to interpret the debate carefully. The existence of different joint committees does not mean that a single new framework has already been agreed for all stores. The possible harmonisation of employment conditions is under discussion; its scope and practical details have yet to be determined.

Competitiveness and jobs must also be considered

The talks are not limited to franchising. Digitalisation in retail and competition from foreign businesses are also among the challenges the minister wants to address. The action plan therefore has a broader remit than simply comparing two store operating models.

The round-table discussion sought a balance between business competitiveness, fair competition and sustainable, high-quality jobs. In the debate on employment conditions, the challenge is to narrow differences without undermining companies’ competitiveness.

This makes the eventual content of the plan crucial. The announcement sets a political direction and a deadline, but does not yet introduce specific new wage rules or obligations for franchisees. Nor has any decision been taken on when potential measures would be implemented.

Presenting an action plan is also not the same as bringing new rules into force. Business owners should therefore avoid treating the announced deadline as a date on which their employment conditions will automatically change.

What franchisees should monitor now

For existing franchisees and prospective business owners, two points deserve particular attention: how far any harmonisation of employment conditions might go, and which proposals remain after consultation with employers and trade unions.

When assessing future proposals, it makes sense to start with your own circumstances: the applicable joint committee, current employment conditions and staffing budget. This will make it easier to obtain a targeted assessment of what a specific measure would mean once its details are known.

Practical takeaway: monitor the proposals as the end of 2026 approaches, but continue to base decisions on the rules currently in force. Have the potential financial impact on your own store assessed only once the content and timing of any measures are sufficiently clear.