Brussels, Belgium – With the February 2, 2025, deadline fast approaching, Belgian employers are racing to comply with the European Union’s Artificial Intelligence (AI) Act, the first legal framework regulating AI in workplaces.
The law mandates that companies establish AI policies and provide training to employees to ensure responsible AI usage.
The AI Act, which applies across all EU member states, aims to enhance AI literacy among workers while banning high-risk AI applications that violate European norms and values.
Among the prohibited uses are AI systems for “social scoring” – assessing individuals based on their social behavior – and workplace emotion recognition software.
Companies found in violation face severe penalties, including fines of up to €35 million or 7% of their total global annual turnover.
Employers Must Establish AI Policies
By the February deadline, all Belgian organizations must implement AI policies that define how AI technologies are used within the company.
This includes identifying approved AI applications, specifying who may use them, and establishing clear guidelines on ethical and legal considerations.
According to Jan Vanthournout, a legal expert at SD Worx, the core objective of the AI Act is to maintain human oversight in AI-related tasks.
“Employees should understand that AI is useful, but human influence and common sense are still needed,” he told The Brussels Times.
Failure to introduce an AI policy could leave companies vulnerable to fines once the national enforcement framework comes into effect on August 2, 2025.
While penalties will not be applied immediately, non-compliant organizations may still face retroactive sanctions.
AI Training and Literacy for Employees
The AI Act also requires employers to ensure that staff possess a basic level of AI literacy, particularly those who interact with AI-driven tools.
AI literacy encompasses the ability to understand, deploy, and assess AI technologies while recognizing their risks and benefits.
“AI literacy does not mean that every employee must become an AI expert,” Vanthournout explained. “But they should have the knowledge and skills to make informed decisions, recognize potential risks, and use AI responsibly.”
Employers have the flexibility to tailor training programs to their workforce’s specific needs. The law does not prescribe a standardized training format, allowing companies to assess and update employee knowledge on a case-by-case basis.
Employee Concerns and Workplace Discussions
As AI continues to integrate into daily workflows, concerns about job security and the ethical implications of AI tools remain prevalent among employees.
Vanthournout emphasized that the AI Act aims to foster discussions between management and unions about the evolving role of AI in the workplace.
“I can imagine that some people are worried about the increasing use of AI,” he said. “That’s why companies need to engage in dialogue with employees to ensure they understand what AI means for them.”
Enforcement and Compliance Monitoring
While the AI Act is an EU regulation, enforcement falls under the jurisdiction of individual member states. Belgium is expected to establish a dedicated supervisory body, akin to a Privacy Commission, to oversee compliance and handle sanctions.
With the August 2025 enforcement date still months away, many companies may be tempted to delay implementation. However, experts warn that retroactive penalties remain a possibility, making early compliance crucial.
As the deadline nears, Belgian employers must act swiftly to introduce AI policies and training programs, ensuring both legal compliance and a workforce prepared for the future of AI-driven workplaces.
This article was created using automation technology and was thoroughly edited and fact-checked by one of our editorial staff members
