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

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.

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.

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

Clarifications have been made to the scheme of protection against dismissal and against any adverse measure applicable in case of workplace violence and harassment.

During the month of June 2023, the social inspection services will carry out national flash controls in the hospitality sector (JC 302).

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.

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.