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• Your commuter contribution

  It isn't always compulsory for you to cover the costs of your employees' commute, but it is an interesting alternative form of remuneration. Does your employee come to work in his or her own car? Then you are not required to cover the cost of the journey!

  /en/news/your-commuter-contribution

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• Extralegal benefits

  Extralegal benefits: interesting from a tax and social security point of view There are many ways to optimize the salary package of your employees and increase their purchasing power, without losing a huge chunk of your budget. This is because certain extralegal benefits are advantageous from both a social security and tax perspective. Some examples

  /en/news/extralegal-benefits

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• Unemployment with company supplement: new amounts as of December 2022

  The central index was exceeded in November 2022. As a result, certain social benefits will be indexed by 2% in December 2022. This has an impact on the company supplements paid in the context of unemployment schemes with company supplements (RCC/SWT).

  /en/knowledge-center/infoflashes/unemployment-company-supplement-new-amounts-december-2022

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• Wage agreement 2023-2024: what does it provide?

  The federal government reached a compromise on the wage agreement 2023-2024 last Monday.

  /en/knowledge-center/infoflashes/wage-agreement-2023-2024-what-does-it-provide

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• Labour deal: individual right to training

  The labour deal provides for an individual right to training. This right replaces the overall obligation for private sector employers to provide a training effort of an average of 5 training days per year and per full-time worker.

  /en/knowledge-center/infoflashes/labour-deal-individual-right-training

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• Right to disconnect: deadline postponed by three months!

  The FPS Employment, Labour and Social Dialogue announces the following on its website: "three-month postponement in practice to reach an agreement on the right to disconnect".

  /en/knowledge-center/infoflashes/right-disconnect-deadline-postponed-three-months

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• Labour deal: Variable part-time work schedules

  As announced, the labour deal aiming to increase the employment rate has been published. The work schedule of part-time employees with variable schedules must now be posted at least 7 working days in advance. However, sectoral derogations exist.

  /en/knowledge-center/infoflashes/labour-deal-variable-part-time-work-schedules

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• Coronavirus: extension of the measure relating to the resumption of work for temporarily unemployed persons and bridging pensioners

  In order to increase the number of workers in the healthcare sector or at employers operating a facility/centre in charge of contact tracing , temporarily employed persons and bridging pensioners have the possibility, under certain conditions, to resume work with these employers.

  /en/knowledge-center/infoflashes/coronavirus-extension-measure-relating-resumption-work-temporarily

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• No nominative list of incoming taxpayers and researchers for income year 2022

  On 1 January 2022 two special tax regimes were introduced, one for incoming taxpayers and one for incoming researchers. Each year the employer must submit a nominative list of affected employees. For the income year 2022, this requirement does not apply.

  /en/knowledge-center/infoflashes/no-nominative-list-incoming-taxpayers-and-researchers-income-year-2022

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• Collective closure in 2023: communicate the date before 1 January 2023!

  Leave dates within a company can be set either individually by means of an agreement between the employer and each employee or collectively (for the company’s staff) in case of a closure of the company.

  /en/knowledge-center/infoflashes/collective-closure-2023-communicate-date-1-january-2023

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