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Contrary to many other countries, Belgian law prohibits employers from lending staff to third-parties (except temporary agency work). Employees rendering services at the premises of their employer's clients is allowed, provided that certain specific conditions and formalities are complied with. A few other specific exceptions apply, but are rarely made use of, due to the burdensome formalities attached to them. Earlier this year, a draft bill has been filed to introduce two additional exceptions to the general prohibition of the lending of staff, which would now become allowed in case of temporarily executing "adequate work" or in the framework of the employee's "personal development". The initiative can come from either the employer or the employee himself/herself. The draft bill aims to push back situations where employees are made redundant or be placed in temporary unemployment (and receive state-funded allowances) because of a temporary decrease of business, whereas many other employers have difficulties finding adequate profiles. It also aims to limit burn-outs by allowing employees to breathe some fresh air, without giving up their length-of-service (which determines severance entitlements). More in general, it aims to promote job market mobility and improve employees' skills. ■