Stay up to date with social legislation
Our experts are ready to inform, advise and support you.
Contact us
EN
Employers affected by the corona crisis can put their employees on temporary unemployment since March 2020. In principle, the temporary unemployment days due to corona do not count for the calculation of holidays and holiday pay the following year. However, in 2020, a Royal Decree made an exception to this, and thus the temporary unemployment days that had not been worked on, were assimilated. Meanwhile, we also have news about the holiday entitlements of workers who were temporarily unemployed in 2021.
An agreement has been reached on the holiday entitlements of workers who were temporarily unemployed in 2021. The days not worked (due to temporary unemployment) this year, will again be counted towards next year's holiday entitlement. The government has informed the social partners of this. Good news for your employees, because they will not lose any holidays or holiday pay. But there is also good news for you as an employer, because - just like last year - compensation is provided for the additional costs of this equality.
Employers who employ white-collar workers who were temporarily unemployed pay the single and double holiday pay for their white-collar workers themselves. Because of the assimilation, there is an additional cost for employers, for which the government provides financial compensation. In 2020, the government has made provision for 93 million euros to cover the additional cost. The NSSO then distributed this amount. This year, the government also provides financial compensation: a budget of more than 153 million euro is provided to offset the additional cost. The agreement still has to be converted into a Royal Decree and the exact method of compensation is not yet known.
Our experts are ready to inform, advise and support you.
Contact usElections are coming up: what remains to be decided?
In the run-up to the elections on 9 June 2024, there are still some labour issues to be completed and consequently some decisions that remain to be taken. What is the impact on you as an employer?
Read moreWhat will change for employers in April 2024?
Legislation is changing at a rapid pace and, as an employer, it is important to keep pace and know what changes may impact your organisation. We list all the most important changes for April 2024.
Read morePurchasing power bonus: 31 March is fast approaching
If you awarded your employees a purchasing power bonus in 2023, you are required to issue this bonus in the form of consumption vouchers by 31 March 2024 at the latest.
Read more
