On the Belgian job market, the company car remains a popular benefit. For employers, it’s a tax-efficient way to reward staff. For employees, it combines comfort and convenience. Yet, demand for flexible and personalized mobility solutions has grown significantly, especially in urban areas and with hybrid work models. Not everyone needs a car anymore.
The mobility budget reflects this shift. It allows employees to tailor their mobility to their lifestyle and, when used wisely, can deliver real added value. By 2026, the system will enter a new phase.
What is the mobility budget?
The mobility budget is a legal alternative to the company car in Belgium. Eligible employees receive an annual budget equal to the value of their (potential) company car. They can use this budget to finance eco-friendly transport, housing costs, or even cash payouts.
The system is based on three pillars:
1. Eco-friendly car
Employees can still choose a company car, provided it meets strict environmental standards (electric or ultra-low emissions).
2. Sustainable mobility and housing
The most popular option. The budget can be used for:
Public transport subscriptions
(Electric) bikes or speed pedelecs
Shared mobility services
Mobility service subscriptions
Housing costs (rent or mortgage) if living within 10 km of the workplace
3. Cash payment
Any remaining amount can be paid out in cash, subject to a special social contribution.
What will change in 2026?
According to the Belgian federal government agreement, the mobility budget will become mandatory for companies offering company cars, with a phased introduction starting in 2026. The goal: more flexible mobility, less car dependency.
This isn’t the end of company cars—but a shift toward freedom of choice. Employers are encouraged to rethink mobility, while employees gain autonomy to choose what suits their lifestyle.
Is it a salary optimization tool?
Often seen as a mobility measure, the mobility budget also has a direct impact on employees’ purchasing power.
At Robert Half, we’ve observed that, so far, employees living in urban areas benefit the most. They often live closer to work, need a car less, and deliberately choose alternatives (such as public transport or cycling). The ability to cover housing costs under pillar 2 makes a big difference for many at the end of the month.
Note: For employers, the total salary cost remains unchanged. It’s a redistribution within the same budget, but with a higher perceived value for the employee. This makes the mobility budget attractive in a context where traditional salary increases are harder to grant.
Who benefits most?
The mobility budget isn’t necessarily the best solution for everyone, but it offers significant advantages for certain profiles:
Employees living in or near cities
Staff with hybrid or flexible work schedules
Young professionals prioritizing housing over a car
Employees who prefer multiple transport options
However, company cars remain relevant for those living farther away, traveling frequently, or with limited access to alternative transport. The success of the system will depend heavily on how flexible and inclusive companies are in its implementation.
Key points for employers and employees
The mobility budget requires careful planning. Here are some important points:
The system involves additional administrative follow-up
Transparent communication is essential to avoid misunderstandings
Employees must understand the practical consequences of their choices
Our experience shows that transparency makes all the difference. Companies that guide employees through their choices see higher satisfaction and stronger engagement.
Fewer cars, more choices
The mobility budget is part of a broader trend: personalized benefits over standardized perks. It’s not a magic solution, but a tool that fits today’s reality.
For employees, this system means more autonomy and potentially greater net value. For employers, it’s a way to remain attractive without increasing salary costs. By 2026, the mobility budget is set to become less of an experiment and more of a cornerstone of Belgium’s compensation landscape.
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