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No later than 1 April 2024, new obligations exist when you invoke medical force majeure to terminate the contract.

Employees who work from home on a structural and regular basis for a substantial part of their working time, may receive a flat-rate office allowance from their employer.

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%.

The Brussels Capital Region provides 10 temporary bonuses for Brussels companies affected by Brexit. One concerns personnel costs.

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 coronacrisis has completely changed the way we work, that's a fact. According to a study by Partena Professional, 44% of the employees believe that structural and organized teleworking has a positive effect on their private lives. Autonomy and flexibility have become key words since mid-March. This brings many changes for both HR teams and employees.

On 1 April 2024, four sectors in which the flexi-job system had recently been authorized (on 1 January 2024) either fully or partially “exit” the system. Meanwhile, other employers will re-enter the system.

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

Employer's obligations at end of employment contract.

Employer's obligations at end of employment contract.