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In our previous infoflash on annual leave we said that the dates of leave in a company can be determined individually between the employer and every worker, or collectively (for all personnel members) in case of closing of the company.

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.

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

Staff representatives (both full and alternate) to the works council and/or the committee for prevention and protection at work are protected against dismissal.

Each year a worker can voluntarily work 100 overtime hours. (A sectoral collective bargaining agreement may increase this limit to 360 hours). Both the employer and the worker must agree, but the worker is supposed to take the initiative. A. When and how these overtime hours can be worked?

The final payment date of the purchasing power bonus is extended by 3 months until 31 March 2024.

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

On 1 April 2024, four sectors in which the flexi-job system had recently been authorized (on 1 January 2024) either fully or partially “exit” the system. Meanwhile, other employers will re-enter the system.