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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.

From 1 July 2023, the CO2 solidarity contribution that you are liable to pay as an employer for the vehicles you provide to your employees will be increased for some of your employees.

As we announced in our infoflash of 10 July 2023 , the legislation had to be adapted to allow workers who fall ill during their leave to benefit from the guaranteed salary and carry forward their days of leave to a later point in the vacation year.

Each year the Belgian National Labour Council determines, in pursuance of the collective bargaining agreement No 17, whether the corporate allowances and the reference wage threshold for the RCC/SWT must be adjusted with a coefficient based on the evolution of the conventional wages.

Employers hiring before the end of 2023 may still be able to benefit from the target group reduction for first hirings. Indeed, from 1 January 2024, this reduction will change dramatically.

A law of 28 November 2022 allows an employee who has obtained information about violations in a professional context to raise the alarm via an internal reporting channel.

The amount of the allowance provided by collective labour agreement (CLA) no. 46 will be revalued as from 1 July 2023.

From July 1, 2023, the Walloon Region will implement two legislative changes regarding the support measures "Impulsions”.

From 1 July 2023, it will again be possible to make your workers work 120 additional voluntary overtime hours, also known as "relance hours" - under an advantageous social and tax regime. We were still waiting for clarification on the social and tax treatment of these hours.

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