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The relaxation of certain conditions and formalities for temporary economic unemployment will end on 31 December 2022.
Thus, as of 1 January 2023, the introduction of temporary economic unemployment will again require compliance with the general (classic) rules in force for this type of unemployment.
In concrete terms this means:
A brief reminder of those rules.
Important note! Temporary economic unemployment should not be confused with temporary economic unemployment ‘energy’, which applies until 31 March 2023.
The employer can choose between:
At sectoral level, longer or shorter periods of temporary unemployment may be provided for.
The employer will always be obliged (where appropriate, in the required forms and by the required time):
Reminder! The first formalities (communications to the manual workers, the works council/trade union delegation and the ONEm/RVA) must be completed at least 7 days before the 1st planned day of unemployment.
When a company in difficulties wishes to make use of the system of temporary unemployment due to lack of work for economic reasons for its non-manual workers, it must among others be bound by a collective labour agreement (in the sector or company) or by a company plan.
If it does not meet this condition, the company in difficulties may invoke collective labour agreement (CLA) No 159 (valid from 1 January 2022 until 30 June 2023).
Reminder! The first formality (sending the C106A form to the ONEm/RVA) must be completed at least 14 days before the prior notification to the ONEm/RVA, which must be made at least 7 days before the first planned day of unemployment.
Do you have any questions about the introduction of economic unemployment in your company? Please contact our Legal Partners via email@example.com.
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