Do you have any questions about the vaccination leave?
Our experts are ready to inform, advise and support you.
EN
The government has prepared a bill on 'vaccination leave'. The bill, which is yet to be voted on in federal parliament, aims to facilitate the vaccination campaign and to achieve a vaccination rate of at least 70 % of the population. In addition, the Data Protection Authority (GBA) has also expressed its opinion on the proposal in view of privacy legislation on the processing of employees' health data.
All employees who are signatory to an employment contract are entitled to be absent from work while retaining normal pay (minor time loss) in order to get vaccinated against COVID-19.
The minor time loss may be taken up for the time it takes to get vaccinated. This refers to both the vaccination itself and the time it takes to get to the place of vaccination. If two injections are required, the worker may claim minor time loss twice.
This absence with pay only applies to the corona vaccination. If an employee becomes ill as a part of the vaccination, the ordinary scheme of incapacity for work applies.
The employer cannot refuse the absence and may not put pressure on employees to have themselves vaccinated after working hours.
The employee must fulfil a number of conditions if he/she wishes to claim vaccination leave.
After checking the vaccination invitation or the appointment confirmation, the employer may - in line with the advice of the Data Protection Authority - only use this information for the purpose of organising the work and providing correct payroll administration. The employer is therefore not permitted to make a copy of the appointment confirmation in any form, or to manually transfer the information it contains, with the exception of the time of the appointment.
The employer must also book the absence as a minor time loss applying the usual code or reference with which the minor time loss is indicated so that it is indistinguishable from the other cases of minor time loss. This way, employers are prevented from actually creating a list of vaccinated workers.
In the current vaccination strategy, at risk patients, along with the over-65s, are invited earlier for vaccination. An employer may never register or record that a particular employee may have health problems based on the time of inclusion of the minor time loss.
Our experts are ready to inform, advise and support you.
Temporary unemployment is extended until end 2021
If you still need to rely on temporary unemployment after 30 September, you will be able to do so until the end of the year due to the relaxed procedure for temporary unemployment based on force majeure.
Read moreSummer 2021: employers, keep an eye out for these changes
Acerta lists what's new in July, August and September.
Read moreReturning to work, what about the mobility of your employees?
As of 9 June, you are allowed to organise return dates for your employees. This way they can combine their obligatory home work with a day at the office. A relief for many employees, after all, surveys by Acerta and Stepstone has indicated that 47% of Belgians would like to return to the office for a while.
Read more
