Stay up to date with social legislation
Social legislation is changing rapidly. As an employer, it is in your best interest to keep abreast of innovative regulations. This will also allow you to prepare in time.
EN
The government has reached a consensus on the wage agreement for 2023-2024. What does the proposal entail? What are the next steps you should take?
Since companies have too little margin for structural wage increases, the government has decided that wages will not increase above the index.
Companies that have performed well in 2022 will be able to reward their employees with a once-off bonus of up to €500. This 'purchasing power premium' can be increased to €750 in companies that made exceptional profits.
The government proposes an equivalent method to the corona premium, namely a premium in the form of consumption vouchers. Employers and employee representatives at sector and/or company level must further elaborate the terms and conditions of the allocation of this premium.
This proposal is in addition to the automatic index adjustment your sector provides.
The government envisages a limited increase in the national GMMMI (Guaranteed Average Minimum Monthly Income), on top of the agreements made on this in the inter-professional agreement for the period 2021-2022.
It is now up to the social partners at a national level (the Group of 10) to develop this proposal further. If the proposal is approved, you will probably also have to wait for your sector before you can get started working yourself.
Negotiations between social partners on other dossiers
In addition to the minimum wage dossier, other dossiers such as a possible extension of the voluntary recovery overtime system and the end-of-career schemes will also end up on the table of the social partners. Again, this will probably include appointments that your sector needs to work on first. Acerta will keep you informed.
Social legislation is changing rapidly. As an employer, it is in your best interest to keep abreast of innovative regulations. This will also allow you to prepare in time.
'Older workers' employment plan: deadline approaching
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?
Read moreReduction in time credit benefits: key changes
It was announced last October and is now becoming a reality: time credit with motive will remain possible, but the right to additional benefits from the NEO will be reduced from February 2023. Acerta summarises the changes and answers key questions following this development.
Read moreBicycle allowance to become mandatory
In the National Labour Council, a collective bargaining agreement (CBA) was concluded that provides a general obligation for employers to assign a bicycle allowance.
Read more
