Training plan: time to think about it!

In some companies, a training plan must be drawn up by 31 March 2024 at the latest.

As a reminder, this is an obligation introduced by the labour deal and must be completed every year.

Companies concerned

All private sector companies (mainly) that employ at least 20 workers must draw up a training plan for their workers.

Content of the training plan

The training plan lists the training courses as well as the target group of workers for whom they are intended. The plan is drawn up in paper or electronic form.

In concrete terms, the training plan must include, at least, the following:

• the formal training courses; this refers to training courses:
  • consisting of courses and traineeships developed by trainers or speakers;
  • characterised by a high degree of organisation of the trainer or training institution.
  • conducted in a place that is clearly separated from the workplace;
  • aimed at a group of learners;
  • and developed and managed by the company itself or through an external organisation;

• the informal training courses; this refers to training courses:
  • consisting of training activities which are directly related to work (or the workplace), but other activities than those mentioned above;
  • characterized by a high degree of self-organisation of the individual learner or a group of learners (time, place, context);
  • and whose content is determined by the individual needs of the learner in the workplace;

E.g. participation in conferences, fairs and lectures.

• an explanation of how the plan contributes to investment in training (at least 5 training days per year for a full-time worker).

When drawing up the training plan, you as an employer must:

• take into account the gender dimension;
• pay special attention to:
  • persons from risk groups and, more specifically, workers who are at least 50 years old;
  • disabled workers;
  • persons of foreign origin (e.g. workers who are no nationals of a European Union member state);
  • the bottleneck professions in your sector;
  • the method of evaluation with the workers.

Important note! A sectoral collective bargaining agreement declared binding by Royal Decree may lay down the minimum conditions that the training plan must meet.

Duration of the training plan

The training plan for workers is concluded for a period of at least 1 year.

Procedure and deadline

The training plan for workers is drawn up in compliance with a consultation procedure.

If there is a works council or, failing that, a trade union delegation in your company, the procedure is as follows:

1. you as an employer must draw up a draft training plan;
2. you communicate this draft to the works council or, failing that, to the trade union delegation;
3. a meeting of the works council or, failing that, with the trade union delegation is organised at least 15 days after such communication in order to examine the draft;
4. the works council or, failing that, the trade union delegation issues its opinion by 15 March 2024 at the latest;
5. the content of the training plan must be determined by 31 March 2024 at the latest.

If there is no works council or trade union delegation in your company, the procedure is as follows:

1. you as an employer must draw up a draft training plan;
2. you submit this draft to your workers by 15 March 2024 at the latest;
3. the content of the training plan must be determined by 31 March 2024 at the latest.

Retention and communication of the training plan

You must keep the training plan for the workers in the company.

Your workers and their representatives have access to it upon simple request.

Source: Law of 3 October 2022 containing various work-related provisions, Belgian Official Gazette of 10 November 2022.