Social employment under Article 60: the advantage for your company

As of 2026, the government is tightening the rules on unemployment. The long-term unemployed could lose their benefits. Some have already returned to work, but others will end up relying on the PCSW for a living wage. The PCSW can reintroduce them to employment under Article 60 status. They gain work experience while retaining their entitlement to social assistance. This status enables these people to develop additional skills and learn to participate once more in a work environment, which facilitates their progression to the regular labour market. The status is aimed at the long-term unemployed, people with a disability or those who are struggling to find work due to social circumstances or medical conditions.

The advantage Article 60 offers you

Article 60 is above all a great opportunity for the job seeker, but employing someone with this status could also be an opportunity for your company:

• roviding an extra pair of hands in a tight job market

• the chance to find out how talented an individual is before offering them a permanent position

• it’s financially advantageous: costs are limited and you also receive a subsidy ℹ️ The cost is not the same everywhere, the financial contribution varies due to the autonomy of local authorities and their PCSWs. Ask your local PCSW for more info.

• follow-up via the PCSW: social support for e.g. language coaching, general attitude at work, guidance in and evaluation of the growth process

However, this opportunity also involves responsibilities, especially in terms of wellbeing at work.

What do you have to do and what aspects does the PCSW take care of?

You initiate an Article 60 with the local PCSW. The PCSW continues to be the official legal employer. This means it is also responsible for:

• the employment contract and terms and conditions

• salary payments

• the organisation and cost of health monitoring

• administrative follow-up of the process

Since the employee is going to work for you, being the ‘hirer’, you are responsible for their wellbeing at work:

• Provide a safe and healthy work environment, as you do for your permanent employees through your wellbeing policy.

• Communicate risks: you inform the employee and the PCSW of the risks that may be involved in the tasks and place of employment. This allows for a medical health assessment to take place if necessary, paid for by the PCSW.

• Report and investigate if the employee has a work accident.

• Cooperate with the PCSW: together you regularly evaluate the employee’s development and performance.

Permanent employment in the event of a positive evaluation

Article 60 serves as a bridge to sustainable employment. It is a way for people to grow under supervision in a realistic work environment. And if the process ends with a positive evaluation, the employee can immediately start working for you permanently. Result!