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The coronacrisis is forcing companies to put their finances in order. How do you optimize your costs? And what is admitted by law?

Now that we are teleworking en masse, this will continue to be established even after the corona crisis. For example, if employees work from home more, they also expect partial reimbursement of expenses. How can you organize yourself as a company and reduce your HR costs?

The coronavirus crisis has forced companies to put their finances in order. But that doesn't mean that employees should feel neglected. So how can you link cost efficiency to a smart human resources policy?

an absent employer can delegate his powers

The 'work bonus' is a reduction of personal social security contributions paid by the worker. The amounts of this reduction were indexed on 1 May 2024.

Since 1 January 2024, a specific template for a medical certificate can be submitted by your employee if he falls ill during his annual leave. However, use of this template is not compulsory.

From 1 January 2024, employees who become ill during their leave or who are unable to take their leave for a specific reason will be able to carry over their leave to a later date.

The NSSO has recently published new Instructions for Employers regarding the new social treatment of the allowances for the transfer of copyright and neighbouring rights. It specifies and brings light to 2 specific situations.

The social partners of joint committee 111.03 reached a draft agreement for the period 2023-2024. Reminder: the Royal Decree of 13 May 2023 sets the salary standard for the period 2023-2024 at 0%.

Employees have been working from home en masse in recent weeks. Now that they have tasted that autonomy, it is difficult to take big steps back. This poses challenges for employers. Such as: how do you measure the performance of home workers without losing their confidence?