Our experts are ready to inform, advise and support you
Do you have a question about the 'older workers' employment plan? Contact the experts at Acerta.
Contact us
EN
Since 2013, every organisation with more than 20 employees has been required to draw up an employment plan to retain or increase the number of employees aged 45 and over (NAC CAO 104). What obligations does an employment plan entail for you as an employer? And what legalities do you need to consider?
You either choose to prepare an annual employment plan or use a multi-year plan.
An employment plan can be fully customised for your business. CBA No 104 thus provides for the following areas of action:
Take the consultation bodies in your company into account. The implementation procedure differs depending on the consultation bodies in your company.
The plan must be submitted to the works council for its opinion. Failing this, present it to:
A two-month period then starts, during which employee representatives can give their opinions, and any additional proposals are made. If you do not follow the advice and do not modify your proposal, you must justify your decision within two months.
For companies with fewer than 50 employees and without a union delegation, the plan should be provided for information purposes only.
The count, which determines whether or not more than 20 workers are employed in the company, is performed every four years. The number of employees, expressed in full-time equivalents, declared in the Dimona declaration is reviewed on the first working day of the calendar year in which the employment plan is prepared.
If you did not have 20 employees on 2 January 2021, you were exempt from preparing such a plan. A new count must be performed in 2025, to check whether you can again qualify for such exemption or need to start working on this.
The timing is determined depending on the close of your company’s financial year. This is because the proposed plan must be delivered to the works council within three months of its conclusion. That means for companies where the financial year runs concurrently with the calendar year, 31 March is the deadline.
Do you have a question about the 'older workers' employment plan? Contact the experts at Acerta.
Contact usThe Whistleblowing Directive: deadline approaches
The European Whistleblowing Directive now also applies in Belgium. Organisations with at least 50 employees have been required to set up an internal reporting system since 15 February 2023. Does your company’s workforce range from anywhere from 50 up to 249 employees? In that case, you still have until 17 December 2023 to set up a whistleblower re...
Read moreThe mobility budget is to have an official calculation formula
Good news for companies that wish to implement the mobility budget: the government has published an official formula to calculate the amount of the annual mobility budget. This comes with a view to raising transparency in order to hopefully further increase mobility budgets.
Read morePurchasing power bonus as a little extra employee perk
After the corona bonus, at the end of 2022 the federal government decided that companies that turn a handsome profit should be allowed to pay their employees a one-off purchasing power bonus. This little extra comes in the form of consumption vouchers. Find out why it is a rewarding decision for employers to award the bonus.
Read more
