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The coronavirus crisis has completely changed the way we work, that much is certain. Autonomy and flexibility have become basic concepts since mid-March. This has led to many changes in HR, especially when it comes to measuring employee performance. It is impossible to observe an employee's performance from a distance.

The coronacrisis has completely changed the way we work, that's a fact. According to a study by Partena Professional, 44% of the employees believe that structural and organized teleworking has a positive effect on their private lives. Autonomy and flexibility have become key words since mid-March. This brings many changes for both HR teams and employees.

The reform of the flexi-jobs system concerns among other things the amount of the basic wage and the flexi-wage.

Do you need to organise social elections in May 2024? The procedure involved is strict and complex, but you can rely on Partena Professional's expertise to fully understand what is at stake.

The Programme Law of 22.12.2023 introduced a number of changes to the flexi-job system.

No later than 1 April 2024, new obligations exist when you invoke medical force majeure to terminate the contract.

The “leerjob” (learning job) is a new and for the time being temporary form of workplace learning in Flanders and Brussels that will take effect from 1 January 2024.

The formalities which need to be accomplished between day X - 35 and day X can be summarized as follows.

The law providing for new notice periods in case of resignation will enter into force on 28 October 2023. It stipulates that the notice period in case of resignation may never exceed 13 weeks for all workers.

If an employee has given you the right to use their mobile phone number under the terms of their employment contract, from 1 January 2024 they can ask it back.