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Certain formalities need to be accomplished during the (pre-)electoral process.

A company that is not subject to VAT and that wants to make use of the system of economic unemployment for its non-manual workers can now rely on any accounting document or justification to prove that it is in difficulty.

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.

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

As announced in a previous infoflash, employers who employ an employee with a recognized work restriction will be able to take advantage of the individual customisation starting 1 July 2023.

On Friday 28 April, the government (largely) approved the social partners' agreement concluded on 15 March. The main points of the agreement, such as the provisions on overtime hours, end-of-career jobs and RCC/SWT (system of unemployment with company supplement) have been retained.

On 1 September 2023, 2 new premiums for work-based learning will enter into force in Flanders.

Each year, the prevention adviser must draw up a report about the functioning of his Internal Service for Prevention and Protection at Work (ISPPW).

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 NSSO has announced on its website a new date of entry into force for this obligation to register through its "Check in and out@work" (CIaO) application: the date of 1 April 2024 has been postponed to 1 September 2024.