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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.

The sectoral partners of JC 124 have concluded a sectoral agreement for the period 2023-2024. This agreement must be fully consistent with the RD of 13 May 2023 that sets the wage standard for the 2023 and 2024 period (0%).

If you employ older employees, you are entitled to a reduction in employers' social security contributions.

On 17 May 2023, a first protocol agreement was signed by the social partners for the years 2023-2024.

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 sectoral partners of JC 200 (Auxiliary joint committee for non-manual workers) have concluded a protocol agreement for the period 2023-2024.

As an employer, you can allocate a loan to your employees on favourable terms (interest-free or at a a reduced rate of interest ). The reference rates of interest for 2023 have been published.

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 threshold index for the public sector and the social benefits has been exceeded in April 2024. Consequently, several allowances, such as the allowances for night work, have been indexed with 2% in May 2024.

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.