The Unified Status Act, which entered into force on 1 January 2014, gave the social partners 5 years to agree on industry-specific measures to enhance the future employability of dismissed employees. If no such measures are agreed on by 1 January 2019, an additional social security contribution can become due in the event of dismissal
Last month, the National Labour Council approved the Collective Bargaining Agreement nr. 90/3, which introduced a number of changes to the regulations on non recurring result linked benefits. Introduction The system of non recurring result linked benefits was introduced by the Collective Bargaining Agreement nr. 90 and allows employers to grant bonuses to their workers,
Constitutional Court rules on application of conventional notice periods concluded before 1 January 2014
In a recent judgement, the Constitutional Court ruled that – when calculating the notice period for higher earning white collar workers who entered into service before 1 January 2014 – validly concluded agreements on the notice period that existed on 31 December 2013 should be taken into account when executing part 1 of the 2-step
On October 4th, the Chamber approved a draft Act introducing a schooling clause for bottleneck jobs whereby the minimum salary threshold of € 34.180/year that is applicable as a condition for regular schooling clauses will no longer apply if the education to which the schooling clause relates, is for a “bottleneck job” (knelpuntberoep/métier en pénurie).
As from 1 September 2018, the new bilateral social security treaty between Belgium and Turkey has entered into force. This new treaty replaces the previous 1966 treaty and updates its provisions to reflect both the changes in the contracting states’ social security legislation and the changed nature of international employment since 1966. Out with the
In a recent judgement, the Court of Justice of the EU (CJEU) again confirmed the binding nature of an A1 form – even when issued retroactively – for both the competent authorities and the courts of the host Member State to which an employee is posted. In addition, the Court clarified that, if a posted