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On 26 June 2019, the social partners of this joint committee concluded their 2019-2020 sector agreement. This agreement observes the maximum envelope for negotiation of 1.1% in 2019 and 2020 as prescribed by the R.D. of 19 April 2019.
Below, you will find a brief overview of the main subjects of the sector agreement. A detailed analysis will be included in our sector information.
As from 1 July 2019:
The procedure for enterprise level negotiations differs for enterprises with or without trade union delegation.
If no company consultation on the envelope is started or if the consultation does not lead to a CBA by 30 September 2019, the actual gross hourly wages will increase by 1.1% as from 1 July 2019.
Degressive wages for young people are not reinstated, except for student workers.
Changes from 01 January 2020:
Be entitled to an additional allowance paid by the Social Security Fund:
From 1 July 2019 to 30 June 2021, a manual worker who, as a result of a career interview or on his own initiative, requests career counselling is entitled to a reimbursement of the costs by the Social Security Fund.
This reimbursement is equal to the cost price of the career cheque(s) ordered with the VDAB or amounts to a maximum of 80 EUR/6 years (if the manual worker is not entitled to career vouchers).
For the period from 1 January 2019 to 31 December 2021, the Social Security Fund will reimburse the costs of childcare for children under the age of 3.
The reimbursement amounts to 3 EUR per day and per child, with a maximum of 300 EUR per year and per child.
From 1 July 2019 to 30 June 2021, manual workers of at least 58 years of age can make a career change:
A career change can take various forms:
A manual worker who makes a career change is entitled to a gross monthly allowance. This allowance compensates the difference between the gross salary after the career change and the gross salary for normal hours worked during the month preceding the career change, with a maximum of 160 EUR gross/month.
After at least 30 days of continuous incapacity for work due to an illness or an accident (with the exception of an occupational disease or an accident at work), the manual worker shall receive an additional allowance for a maximum of 36 months.
On 1 July 2019, all additional allowances will be indexed by 4.11 % up to:
The social partners take the following additional initiatives:
As from 1 July 2019, 1 day of seniority leave is granted as from 18 years of seniority in the company.
In the event of decease, leave of absence can be taken up for 30 days from the day following the decease.
The manual worker is entitled to 5 days of leave of absence to choose freely during a period beginning with the day before the decease and ending 30 days after the day of the decease in the event of decease of:
From 1 July 2019, the manual worker will, at his request, be entitled to an 11-hour rest period between hours worked under the standby schedule and the start of his normal working schedule.
From 1 July 2019 until 30 June 2021, the reference period of a quarter, is extended to 6 months in application of art. 26a § 1 and § 1a of the Labour Law of 16 March 1971.
From 1 July 2019, tyre centres (whose main activity is repairing tyres, changing tyres, balancing) and two wheeler manufacturers companies (whose main activity is NACE code 45402) will be able to introduce the following new working arrangements:
Paid additional time off in lieu is granted, whereby 1 worked hour at peak times = 1.5 hours of time off in lieu during off-peak times.
The introduction of a new work regime is different for companies employing 15 or more manual workers or employing less than 15 manual workers. In addition, the new work regime can only be introduced if a number of conditions are met.
Provided that a company-CBA is concluded before 30 June 2020:
Extension of the provisions on the representation of employees included in art. 20 of the National Agreement 2017-2018.
As from 1 October 2019, the number of manual workers employed in the company will be determined on the basis of the entry in the personnel register on 1 October of the year in which the establishment of a trade union delegation is requested.
As of 1 July 2019, the notification obligation also applies to employer groups.
From 1 July 2020, trade union representatives will be entitled to 12 days' absence to follow training courses and seminars per fixed term and per 4-year term of office.
From 1 October 2019 to 30 June 2021, the outplacement will take on a collective character under the following conditions:
For the period from 1 January 2019 to 30 June 2021, the manual workers of this JC are entitled to:
Manual workers can ask to be exempted from the obligation of adapted availability.
The Social Security Fund pays the additional fee.
As of 1 July 2019, the right to half-time and full-time time credit can be extended through a company CBA up to:
Workers with a long occupational history or an arduous profession are entitled to:
The manual workers of this JC can avail of the incentive bonuses in force in the Flemish Region, i.e.
The social partners are providing a growth path with a view to increasing the number of training days in the long term. This growth path is realised by undertaking various actions at EDUCAM.
Cannot be included in a training clause:
The social partners are taking various initiatives to promote intake:
After 6 months of seniority, this manual worker has the right to choose 1 training day from EDUCAM’s offer.
This training also entitles the student to a premium credit of 100 EUR per training day.
This national agreement is valid from 1 January 2019 until 31 December 2020, unless otherwise specified.
This sector agreement will only become final after publication on the website of the FPS Employment, Labour and Social Dialogue. We will keep you informed.
Source: Collective bargaining agreement of 26 June 2019 on the national agreement - JC 112 for garage businesses
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