Leerjobs in Flanders and Brussels from 2024: something of interest to your company ?

The “leerjob” (learning job) is a new and for the time being temporary form of workplace learning in Flanders and Brussels that will take effect from 1 January 2024. This is a new type of alternate training for job-seeking young people without qualifications. They can acquire competencies and learn a profession directly in the workplace. The company pays the young person a monthly ('learning') allowance.

Below, we briefly explain the system of “leerjobs” and try to work out whether this could be of interest to your company.

Some definitions

The leerjob can be described as a vocational qualification pathway through which the "leerjobber" (the person taking a “leerjob”) acquires competencies in 2 ways:

1. primarily in a company as a workplace component (on-the-job training)
2. and additionally in an educational or training institution as a study component

and where the acquired competences are evaluated and validated through the system of “EVC” (recognition of acquired competences).

Both components meet the NSSO requirements for alternate training.

Leerjob contract

The VDAB or the partner organisation (Syntra) and the “leerjobber”, on the one hand, conclude a vocational training agreement. In addition, your company concludes a “leerjob contract” with the “leerjobber” (mediated by Syntra and in line with the VDAB model).

The “leerjob contract” is a full-time fixed-term contract (minimum 3 months and maximum 2 years). It must be concluded in writing no later than the time the “leerjobber” starts his “leerjob”.

Requirements for the “leerjobber”:

• Have fulfilled the compulsory education requirement;
• Be registered with the VDAB as a non-working jobseeker;
• Have been disenrolled from secondary education for at least 2 years, or be at least 21 years old at the start of the “leerjob”;
• Be under 30 years old at the start of the “leerjob”;
• Do not hold certain diplomas or study certificates;
• Meet the admission requirements of the relevant EVC standard.

Conditions for the company

• Be established in the Flemish Region or the Brussels Capital Region;
• Appoint at least 1 mentor within the company who among other things must be proficient in Dutch;
• Satisfy in terms of organisation and business facilities to enable the workplace component, in accordance with the pathway plan;
• Have sufficient financial capacity to ensure the continuity of the business;
• Have no relevant convictions;
• There is a Dutch-language pathway plan approved by the partner organisation (Syntra).

You must teach the “leerjobber” a well-defined profession, e.g. electrical engineer or retail salesperson. The full list of eligible professions can be found here.

Termination

The “leerjob contract” can be terminated early by giving notice. During the first 30 days of the implementation of the “leerjob contract” (= trial period), the company or the apprentice jobber may terminate the “leerjob  contract” in writing subject to a notice period of 7 days. After the first 30 days, the company can terminate the "leerjob contract" in writing subject to a notice period of 28 days (14 days in the event of termination by the "leerjobber"). In any event, the company must immediately inform the partner organisation (Syntra) of the termination.

The company that terminates the "leerjob contract" irregularly has to pay the "leerjobber" compensation equivalent to one month's allowance.

The partner organisation (Syntra) can also terminate the "leerjob contract" in certain events. It can also temporarily exclude a company if it does not fulfil its obligations.

In practice

Allowance

The company pays a monthly (learning) allowance to the “leerjobber” in the amount of at least 34.50% of the AGMMI (average guaranteed monthly minimum income): this currently amounts to a minimum of EUR 688.

The compensation is due for both the study component and the workplace component, and also during a period of suspension of the “leerjob contract” under the same conditions that apply to the (guaranteed) salary of an ordinary employee (excluding industrial accident and occupational disease). It is still unclear whether the employer also has to intervene in the “leerjobber's” home-work commuting expenses.

Social security and insurance

Because the “leerjob” meets the requirements of the status of apprentice in alternate training , the young person can accrue rights in the various social security branches. The young person must be declared to the National Social Security Office under a Dimona declaration ALT or RTA. We can do this on your behalf. You must also insure the young person for industrial accidents (also for the study component) and for civil liability.

Temporary system

The system of “leerjobs” will come into force on 1 January 2024, and will (subject to extension) will cease to be effective on 30 April 2027. In fact, this is still a trial project.

A “leerjob” cannot start from 1 September 2026 onwards if its end date is later than 30 April 2027. However, “leerjobs” that are still running on 30 April 2027 can still be continued.

Conclusion

The system of "leerjobs" could be an interesting solution for filling certain bottleneck occupations. You teach the young person a profession directly in the workplace and do not pay ordinary wages but a monthly allowance. You can also count on guidance from Syntra or a sector organisation. You can then hire the young person, but this is not an obligation.

Sources:  Decree of the Flemish Government of 8 September 2023 regulating “leerjobs”, Belgian Official Gazette 25 October 2023; https://werkgevers.vdab.be/opleiden/werkplekleren/leerjob ; https://www.syntra.be/opleidingen/leerjobs/