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During the Easter weekend, the government introduced a number of measures to support sectors facing an enormous workload. In principle, these measures enter into force on 1 April 2020 and cease to have effect on 1 July 2020.
Below, you will find an overview of these Easter measures.
Based on our initial analyses and reactions from the field, we can see that many questions are still raised. The exact terms and conditions will therefore be set out in forthcoming legislation. We are monitoring this closely for you and will be happy to inform you in our next Infoflashes.
Measure
For which companies?
What is the benefit?
What are the conditions?
More flexible working hours - favourable tax measure
120 additional voluntary overtime hours
Essential sectors
(link)
For the employee:
Gross wages = net wages
For the employer:
No overtime pay
No time off in lieu
No social security contributions
Gross wage = wage cost
Limited to the period of the coronavirus crisis: 1 April to 30 June 2020
Maximum +120 hours (i.e. a total of 220 hours) during the period 1/4/2020-30/6/2020
‘Borrowing‘ of employees
Provision of employees to essential sectors
No temporary unemployment
For the user:
Additional workforce
- Limited to the period of the coronavirus crisis: 1 April to 30 June 2020
- Written agreement between employer, user and employee
- At least the wage and working conditions of the user (same position)
- Employee was employed by the original employer before 10 April 2020
Short-term employment contracts
Successive fixed-term employment contracts allowed
The successive fixed-term employment contracts are not transformed into a single employment contract for an indefinite period
For a period of three months from the date of entry into force of the Royal Decree regulating the derogation.
The fixed-term contracts have a minimum duration of 7 days.
Student work
Student work – more than 475 hours per year
All employers
(e.g.: wholesale distribution and food sector)
Hours worked above the 475-hour limit are treated as the quota of 475 hours student work: student solidarity contribution only (8.13% in total)
Hours worked in the period 1/4/2020 - 30/6/2020: are not deducted from the quota of 475 hours
Temporarily unemployed - working in vital sectors
75 % of the (daily) temporary unemployment benefit can be combined with wages
Agriculture, horticulture and forestry (JC 144, JC 145, JC 146) Temporary agency work in these sectors (JC 322)
- For the employee: at work, 75% of the unemployment benefit can be combined with wages
-For the employer: Additional workforce
Employees on time credit - working in vital sectors
Suspension of time credit/career break:
- with the possibility of performing additional work with one’s own employer
(max. April and May - extendable by 1 month)
-with the possibility to work for another employer
Own employer belongs to one of the essential sectors
Other employer belongs to one of the essential sectors
Performing additional work with one’s own employer:
For the employee: - Automatic return to the time credit system at the end of the temporary employment
- The temporary employment is not taken into account for the allowed period of time credit
- Not entitled to an interruption benefit during the suspension
For the employer: The employee works more
Performing additional work for another employer:
- Retention of 75% of the interruption benefit during the suspension
For the other employer: Additional workforce
-Performing additional work for another employer: written employment contract with end date no later than the end date of the measure
Full unemployment
Three months freeze on decreasing unemployment benefits/professional integration period (one-off measure in the context of the coronavirus crisis)
- unemployed artists: extension of the reference periods by 3 months for the retention of 60% as the basis for compensation, the proof of days worked as well as the proof of 3 artistic performances (one-off measure in the context of the coronavirus crisis)
All fully unemployed persons ( + unemployed artists)
Engaging asylum seekers
Engage asylum seekers who have a valid residence permit
No specific permission to work
The employer must provide temporary housing for the asylum seeker himself.
This text has been drawn up subject to forthcoming legislation on this matter.
Source: a.o. press release 11 April 2020 - www.premier.be
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