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The temporary unemployment scheme due to force majeure ‘corona’ will not be extended beyond 30 June 2022.
This means that as of 1 July 2022, the usual procedure for the introduction of temporary unemployment due to force majeure will apply in situations where the employee is absent from work in the event of quarantine or when he has to take care of his child due to a measure related to the coronavirus.
However, relaxations of the procedure are temporarily kept in place until 31 December 2022.
The ONEm/RVA provides more details on these adjustments in its instructions .
The ONEm/RVA clarifies that for the introduction of temporary unemployment due to force majeure, the strict definition of force majeure must again be met (which includes the complete impossibility of performance of the employment contract).
As of 1 July 2022, it will still be possible to apply for temporary unemployment due to force majeure in the following situations related to the coronavirus:
In these situations, temporary unemployment benefits may be applied for due to force majeure during the period of closure or imposed quarantine or isolation.
From 1 July 2022 up to 31 December 2022, the formalities that the employer must fulfil towards the ONEm/RVA are relaxed compared to the "normal procedure.”
In order for the employee to be eligible for temporary unemployment benefits due to force majeure, the employer must:
The employer does not have to issue a check form C3.2A or submit a social risk declaration (DRS/ASR) scenario 2.
As of 1 July 2022, the temporary unemployment benefit will again be 65% (and no longer 70%) of the capped salary (3,014.78€ per month). In addition, the benefit supplement will end.
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