Collective closure in 2024:communicate the date before 1 January 2024!

Author: Brigitte Dendooven (Legal Expert)
Read time: 2min
Publication date: 09/10/2023 - 07:45
Latest update: 09/10/2023 - 07:47

Leave dates within a company can be set either individually by means of an agreement between the employer and each employee or collectively in case of a closure of the company. In this case, the collective closure period must be communicated to your employees by 31 December 2023 at the latest!

Procedure for setting the dates of the collective annual leave

Except when the joint committee has decided otherwise, the setting of the dates of collective closure (for the company’s staff) must result from a decision of the works council. In the absence of a works council or a decision of the works council, the periods of collective closure shall be set in an agreement between, on the one hand, the employer and, on the other hand, the trade union delegation or, in the absence hereof, the employees.

The agreement may also regard the use of the balance of days of leave that would not have been taken during the closure.

Notification measures

The dates of collective closure of the company must imperatively be stated in the employment regulations. As soon as an agreement has been reached on the setting of the dates of collective leave, the employer must post it, send a copy to the employees and provide a copy to the directorate of the social legislation inspectorate that is competent for the company.

Our advice

The annual leave regulations do not provide for a deadline for setting collective leave within the company. However, your employees are likely to take leave days (based on their work performed in 2023) from 1 January 2024. So please make sure you have completed all the required formalities no later than 31 December 2023!

We can help you by providing you with a model notice of the dates of the collective annual leave in 2024 (Only available in French or Dutch).

The Partena Professional website is a channel for making information available in an understandable form to affiliated members and non-members. Partena Professional strives to provide up-to-date information and this information is compiled with the greatest care (including in the form of Infoflashes). However, as social and fiscal legislation is constantly changing, Partena Professional cannot accept any liability for the correctness, the up-to-date or the completeness of the information consulted or exchanged via this website. Further provisions can be read in our general disclaimer that applies to every consultation of this website. By consulting this website, you expressly accept the provisions of this disclaimer. Partena Professional can unilaterally change the content of this disclaimer.