The JSC 140.05 (moving companies) is the first to conclude its 2021-2022 protocol agreement. On the basis of this agreement of 30 August 2021, minimum wages will rise by 0.4% from 01/01/2021 and a consumption voucher of EUR 125 will be granted.
Below, we give you a brief overview of the most important subjects of the sector agreement. As soon as we have the final CLA, a detailed analysis will be added 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%.
Each employee in service at the date of the order will receive a consumption voucher of EUR 125. This consumption voucher must be ordered by 30 September 2021. If the consumption voucher is not granted, a premium of EUR 300 must be granted by 30 September 2021 (with the exception below).
Exception: Employers who have already granted a consumption voucher of EUR 125 or more in 2021 will be exempt.
Trade union premium
From 2022 onwards, the trade union premium will rise to EUR 145.
The bicycle allowance is automatically adjusted to the maximum tax-exempt allowance.
Social Fund contributions
The following contributions are indexed once on 1 January 2022:
- Departure premium: EUR 39.40/year of seniority, with a maximum of EUR 630.81;
- Death premium (following an illness or private accident): EUR 1,969.91;
- Death premium (following an accident at work or on the way to work): EUR 3,939.81.
End-of-career jobs and time credit
CLA No. 156 shall be fully implemented at sector level for the period from 1 January 2021 to 31 December 2022. This means that employees with long careers, heavy occupations or from a company in difficulty or undergoing restructuring can (again) benefit from a 1/5 or half-time end-of-career job with benefits from the age of 55.
More information can be found in the infoflash of 27 July 2021: Benefits for an 'end of career' time credit before the age of 60: reintroduction!.
System of unemployment with company supplement (RCC/SWT)
The sectoral social partners agree to sign at the sectoral level all CLAs on RCC/SWT concluded in the National Labour Council until 31/12/2022, including the provisions relating to the possibility of exemption from availability.
- RCC/SWT from 58 years with an occupational history of at least 35 years for some older disabled employees and employees with serious physical problems
- RCC/SWT from 60 years with an occupational career of at least 33 years of which 20 years in a scheme of night work or for at least 5 (7) years during the last 10 (15) calendar years before the end of the employment contract in a heavy occupation or who have worked in the construction industry and are incapable to work;
- RCC/SWT from the age of 60 with an occupational career of 40 years as a wage earner.
You can read more in our infoflash of 6 September 2021: ‘ Which RCCs/SWTs will still be accessible in the following years?’
1 extra paid day of leave on the Flemish, Brussels or Walloon public holiday
The employee is free to choose when this holiday is taken.
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.
In the meantime, the other sectors have done some hard work too: for several joint committees a list of demands has already been submitted by the employee representatives. These sectors are, but are not limited to:
- JSC 140.02 for taxis
- JC 202 for the retail food trade
- JC 226 for the international trade, transport and logistics
- JC 306 for insurance companies
- JC 310 for banks
- JC 311 for large retail companies
- JC 312 for department stores/supermarkets
On the basis of these lists of demands, we can already conclude that negotiations will be held about a wage increase of 0.4% (allocation of the wage standard), the granting of consumption vouchers of EUR 500 and the extension of the time credit and RCC/SWT.
Source: 2021-2022 Protocol Agreement: JC 140.05 (moving companies) dated 30.08.2021