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

Employer's obligations at end of employment contract.

Employer's obligations at end of employment contract.

This training program will give you an insight into all the tasks and pitfalls of vacation legislation and vacation pay.

For absences in the context of educational leave, the employee is entitled to the payment of his normal wage on the usual dates. However, this wage is limited to a certain amount.

In some companies, a training plan must be drawn up by 31 March 2024 at the latest.

Your employees experience pressure from different angles (social, professional, family). Some have had a lot of time to think about their work, others are eager to get back to work. Still others have lost their motivation. The multitude and variety of risks promote anxiety. The ever-changing events that your employees must undergo may increase the likelihood of behavioral difficulties.

Company cars: the reference CO2 emissions for 2024 have been published!

From 1 April 2024 at the latest, if you invoke medical force majeure to terminate the contract, you must communicate certain data to the INAMI/RIZIV and pay a contribution of 1,800€ to the Return-to-Work Fund.

On Sunday, October 29, 2023, we will switch to winter time, which means that we must set our clocks back an hour (at 3 a.m. it will actually be 2 a.m.). This change to winter time can pose difficulties for calculating the remuneration of certain categories of workers.