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

The right to disconnect must be guaranteed in certain companies from 1 April 2023. In concrete terms, if you employ at least 20 workers, you are required to provide for this right via a company collective bargaining agreement (CBA) or your employment regulations.

The days of leave in the company can be determined collectively (for all personnel members) in case of closing of the company, or individually by means of an agreement between the employer and each worker.

Since 1 January 2024, a specific template for a medical certificate can be submitted by your employee if he falls ill during his annual leave. However, use of this template is not compulsory.

Employees who work on Sunday 9 June 2024 are not exempt from voting, as voting is compulsory in Belgium.

The amounts (or income limits) for the calculation of the attachable or assignable portion of earnings for 2024 have been published in the Moniteur Belge

The central index was exceeded in October 2023. As a result, certain social benefits will be indexed by 2% in November 2023. This has an impact on the company supplements paid in the context of unemployment schemes with company supplements (RCC/SWT).

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.

The shift work exemption applies if the same work, both in terms of content and scope, is performed in shifts. The Government is currently working on updating the measure.

If you make an employee temporarily unemployed, you will have to pay him/her, from 1 January 2024, in addition to the existing supplement(s), an amount of EUR 5 per day of unemployment, unless a subsistence security fund takes care of that payment.