In the first half of 2024, an average of 154,084 employees per month were temporarily unemployed, up 15 percent from the same period in 2023. This is the highest level of temporary unemployment in a decade, excluding the corona years.
The European directive is set to take effect in a year and a half from now. What does this mean in practical terms for businesses and how transparent are employers already today?
The summer holidays are just around the corner, which means employees’ time schedules need to be aligned. What is the best way to go about this as an employer? Which types of absence from work can employees take?
Most companies are now working to implement a learning culture in their organisation but what about registering the kind of training courses employees can take? Since April 2024, employers can do so using the government registration tool FLA. A lot of employers are still left with questions. We made a list of the most frequently asked questions.
Since the beginning of this year, employees are entitled to five individual training days per year. A great initiative imposed under the Labour Deal. So how do you actually make these training days work and what are the benefits?
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?
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.
Does one of your employees fall ill during his/her holidays? In that case, he/she can recovered these sick days. However, this does come with certain conditions attached.
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.