Also the JC 127 has concluded a protocol agreement now. Based on this agreement, you should take into account a wage increase of 0.4% as from 1 January 2022 and the granting of a once-only compensatory gross premium for 2021 as well as a corona premium.
Below we give you a brief overview of the most important subjects dealt with in this protocol agreement. As soon as we have the final CLA, we will add a detailed analysis to our sector documentation.
Provisions with an impact on wages
Allocation of the wage margin (0.4%)
From 1 January 2022, gross wages will increase by 0.4%. As this increase will not take effect until 1 January 2022, a gross compensatory premium of EUR 10/month worked will also be granted for the period from 1 January 2021 to 31 December 2021.
In addition, a corona premium will be granted for 2021 in the form of consumption vouchers. This premium amounts to EUR 2.25/day worked in the period from 1 October 2020 to 30 September 2021, with a maximum of EUR 500.
End-of-career jobs and time credit
The existing time credit and end-of-career provisions are extended for the period 2021-2022. This implies that the employees of this sector will again be entitled to:
- 36 months of full-time or half-time time credit with motive ‘training’.
- 51 months of full-time or half-time time credit for care motives;
- a 1/5 or 1/2 end-of-career job in application of CLA no. 156 (for employees with a long career, heavy profession or from a company in difficulties or restructuring).
More information can be found in our infoflash of 27 July 2021: Benefits for an 'end of career' time credit before the age of 60: reintroduction!.
The sectoral social partners also confirm the right to Flemish incentive premiums.
System of unemployment with company supplement (RCC/SWT)
The existing sectoral CLAs are renewed, taking into account the new legal framework.
You can read more in our infoflash of 6 September 2021: ‘Which RCC/SWTs will still be accessible in the following years?’
Increased compensation following dismissal for medical reasons
The amount of the compensation for redundant employees up to 55 years of age is increased from EUR 5,500 to EUR 7,500.
From the age of 56 this premium is reduced by EUR 750/year of life, to EUR 0 at the age of 65.
Clarification of the notion of 'availability time'.
Please note: This is only a protocol agreement that still has to be submitted to the social partners' supporters. When signed, it will be published on the website of the FPS Employment, Labour and Social Dialogue. Only then will the points stated above become definitive. As always, we will keep you fully updated via our sector documentation.
Source: 2021-2022 Protocol Agreement: JC 127 (fuel trading)