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Teleworking is a specific approach to work that offers a host of advantages for you and your employees.

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.

All skills assembled to meet the challenges of your internationalisation. More and more companies are turning their attention to international growth.

As from 1 January 2024, new obligations will apply to workers whose incapacity for work occurs during a holiday period in order to be able to benefit from guaranteed pay and the option of carrying over their holidays.

1. Leave for palliative care The duration of the leave for palliative care is fixed at 1 month per person. Since 1 February 2017, this period may be extended twice (instead of once) by an additional month. So the worker is now entitled to maximum 3 months of leave for palliative care per person (instead of maximum two months).

A law amending the various anti-discrimination laws has just been published in the Belgian Official Gazette.

Employer's obligations at end of employment contract.

Employer's obligations at end of employment contract.

On Sunday 31 March 2024, we will switch to summer time, which means setting our clocks forward one hour. This switch to summer time can pose difficulties for calculating the remuneration of certain categories of workers.