When talking about employment conditions, the employer must not only comply with the labour laws and royal decrees. A typical feature of Belgian labour law is that many regulations are laid down in sectoral collective agreements. An employer will therefore always have to consult the sectoral provisions.
Further an employment agreement can be suspended for a number of reasons. The most common types of leave are the annual vacation and the sick leave. An employee in Belgium is entitled to 20 statutory vacation days paid by the employer. In case of sick leave the employee is entitled to guaranteed salary for the first 30 days of the sick leave.
But there are a lot of different types of leave such as, amongst other things, extra legal vacation days, parental leave, time credit, bereavement leave, marriage leave, unpaid leave, etc.
On the other hand, temporary unemployment systems can be a solution for both parties in case of decreasing activities of the company.
How can we help you?
Our legal experts can assist you concerning all your questions related to the Belgian regulations in terms of the working conditions as well as the rules determined in the applicable sectoral provisions. Further they can inform you based on the applicable regulations, (i.e. the duration, the payment and the conditions of the leave) about the different kinds of leave in order for you to inform your employees accordingly.
If you want more information about what Forvis Mazars can offer your company with regard to the abovementioned services or if you want Forvis Mazars to assist you, please do not hesitate to contact us.
How do you draft an employment agreement according to Belgian law? What are the mandatory formalities when hiring a new employee? Are work regulations necessary? What different types of contracts exist? Which joint labour committee applies to your company?
How do you reward and retain your good employees and is this in line with current laws and regulations? Which terms of employment are important for the motivation of your employees? And how can you best lay down these conditions?
In the event of a merger or acquisition, it is important to know how future turnover and costs will develop. A thorough employment law audit is in those cases required. It is therefore important to know whether there are (long-term) sick employees, expensive employment conditions, 'complex' employees and 'invisible' employment relationships, for example due to parental leave.
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