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As announced in a previous Infoflash, the government has come to an agreement: for the calculation of the holiday pay and holiday duration for 2023, the days of temporary unemployment due to force majeure in the first six months of 2022 will be treated as days actually worked.

The Act of 5 November 2023 provides for the allocation of an additional supplement for employees who are made temporarily unemployed from 1 January 2024.

The designation of a confidential counsellor competent in the prevention of workplace psychosocial hazards will become mandatory in certain companies from 1 December 2023.

The compensation for holiday pay for non-manual workers who were temporarily unemployed due to force majeure crisis in the first half of 2022 will soon be calculated by the NSSO and will be deducted from the contributions of the 3rd quarter 2023.

Employers who reduce their working time can benefit from a reduction in social security contributions. A new condition will be added for part-time workers.

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.

The wages of certain young workers are exempted from withholding tax in the fourth quarter of 2023.

Currently, the protection against dismissal enjoyed by (candidate) employee representatives on the WC and/or the CPPW ceases as soon as they reach the age of 65.

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

The amount of the Guaranteed Average Monthly Minimum Income (GAMMI) increases as of 1 April 2024, in accordance with the social agreement reached on 25 June 2021.