SEMINAR: Start your own business #2018

Posted May 25th, 2018 in Events, Independent, Set up a company by Louise

Thanks to all who came and contributed to making our annual seminar on how to set up a business in Belgium such an amazing event. Over 70 participants came together to pick up some practical tips and to hear from other entrepreneurs’ experiences.

Looking forward to keeping in touch and hearing how you are all getting on!
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Thanks to our sponsors – The Bulletin , ING and Group S.

JOB VACANCY: Could you be our next Client Coordinator?

Posted May 23rd, 2018 in Jobs by Louise

The Client Coordinator provides end to end operational support & advice to our clients managing all their administrative issues across HR, finance and general office support Tasks vary from client to client but can include, payroll filing,  maintenance of current Work Regulations, reviewing candidates in the context of recruitment processes, maintaining records of income and expenditure and preparing documents for filing in the Belgian Official Journal. Prior experience of all ot these areas of work is not a requirement but we are looking for someone who has experience in administrative work, who is organised, accurate, client orientated and keen to develop their skills.

MAIN RESPONSIBILITIES The list below is a non-exhaustive list of the tasks that our Client Coordinator will handle. Training will be provided.


  • On a monthly basis gather information per employee on absences and code the payroll correctly in a variety of online social secretariat service providers
  • Respond to queries from staff regarding information in their payslip
  • Respond to managers’ queries regarding fluctuations in invoices
  • Ensure that staff of our clients understand their terms and conditions of employment
  • Maintain an overview and understanding of benefits per client



  • Provide general advice to clients in response to queries
  • Monitor, draft and amend work regulations and employment contracts for clients
  • Perform salary simulations for new staff in client organisations
  • Conduct pay and benefit benchmarking studies for clients



  • Conduct LinkedIn searches for suitable candidates
  • Shortlist applications against agreed criteria


Financial Management & support

  • Enter expenditure and income data into pre-existing spreadsheets
  • Reconcile monthly with bank
  • Ensure clients provide proof of expenditure where this is missing

Incorporations & Publications

  • Liaise with clients in relation to administrative requirements for setting up companies and NGOs
  • Liaise with suppliers to ensure timely publication in Belgian Official Journal
  • Administrative and computer skills, including excellent knowledge of Word, Excel & Outlook
  • Knowledge of Belgian payroll filing with at least 1 of Belgium’s social secretariats
  • At ease recording data in excel
  • At ease with the use of various software and intranets
  • Fluency in spoken and written English and French or Dutch (other European languages would be an asset)
  • Team player
  • Ability to take initiative, prioritize and work under set deadlines
  • Ability to function accurately and efficiently in a multi-task work environment
  • Ability to work independently and in team
  • Willingness to learn new skills and to show flexibility in relation to task prioritisation 

  • Very detail oriented & precise, well-organised
  • At least one (1) year professional experience in a service orientated company or organisation
  • Stress-resistant
  • Service-minded, and proactive


INTERESTED? Send your CV and a ONE page cover letter in ENGLISH to with ‘Client Coordinator’ in the subject line. Your cover letter should set out how your past experience and current skills equip you for the role. Look forward to hearing from you!


New notice periods during the first 6 months

Posted May 11th, 2018 in Belgian Law, Corporation, NGO by Louise

On 4 May 2018 new notice periods came into effect for contracts signed from 1 May onwards. The effect of the new rules is to reduce the notice period that employers must give employees during the first 6 months of occupation.

In the first three months the employer will now have to give just 1 weeks notice rising to 3 weeks notice after three months, 4 weeks notice after four months, 5 weeks notice between 5 months and 6 months.

Only available in FR – Annexe au règlement de travail relative aux délais de préavis (Partena Professional)

Source: (HR Alert)

Not so much flexibility at work after all

Posted May 11th, 2018 in Corporation, Human resources, NGO by Louise

Four employees in ten are too scared to ask for a flexible work pattern, fearing that if they do, they be passed over for promotion at another point in their career. The study by Mercer makes the claim on the basis of interviews with 7600 managers.

Only available in FR – Flexibilité au travail : 4 employés sur 10 inquiets pour leur promotion (communiqué de presse de Mercer)

Source: (HR Alert)

1 in 4 contracts ends in separation within 12 months

Posted May 11th, 2018 in Corporation, Human resources, NGO by Louise

Despite the time and effort that goes into recruiting and inducting new staff members, a quarter of newly hired permanent employees leave within a year, usually at the request of the new staff member, according to an analysis of 44,000 contracts conducted by Acerta. The problem is often due to poor integration of the new employee into their team

Only available in FR – Un quart des CDI ne durent même pas un an (L’Echo)
Only available in NL – Slechte onboarding: 60% van nieuwe medewerkers overweegt vertrek (Robert Half)

Source: (HR Alert)

Personal use of company mobile phone not automatically taxed as a benefit in kind

Posted May 11th, 2018 in Corporation, Expenses, Human resources, NGO by Louise

The finance minister recently made waves by stating that no benefit in kind need be applied for a mobile phone provided to employees as long as the latter pay the costs related to personal use. These costs could be established with a system of split billing or by setting a realistic amount.

Only available in FR – Outils IT : les nouveaux forfaits confirmés au niveau social…mais incertitude en cas de split billing (Group S)

Source: (HR Alert)

Be precise on the reasons for contract termination

Posted May 11th, 2018 in Corporation, Human resources, NGO by Louise

When you dismiss an employee, he or she has the right to know the exact reasons. To avoid future discussion or even a court case, it is best to specify the precise reasons for the dismissal on the C4.

Obligation to justify the dismissal – A clear C4 may be sufficient
Since 1st April 2014, a dismissed employee has the right to know the concrete reasons which led to his/her dismissal.

The employer is not required to justify each dismissal automatically – you must do so only if the employee asks you to. If you receive such a request, you must provide the exact reasons by registered post within 2 months from the date that the employee asked you (also by registered post). However if you have already provided the specific reasons in the C4 then no further justification is required.

Source: (HR Alert)

No light at the end of the tunnel yet for the Flemish labour market

Posted May 11th, 2018 in Corporation, Human resources, NGO by Louise

The labour shortage in the Flemish market could last another decade according to Steunpunt Werk (KU Leuven). Some 800.000 employees aged 50 plus are getting closer to retirement, but their replacement is far from guaranteed. This is partly because young people start working later, and partly because the employment rate has already reached 85% for some intermediate categories of employment –only Sweden has a higher rate of employment.

Only available in NL – Leidt de hoge vervangingsvraag van 50-plussers tot een structurele krapte op de arbeidsmarkt (Steunpunt Werk – KU Leuven)

Source: (HR Alert)

Reduction in social security contribution rates

Posted May 11th, 2018 in Expenses, Independent by Louise

Among the many measures proposed by Belgium’s ‘taxshift’ measures, is the gradual decrease in social security contributions paid by self-employed. of the independent workers gradually decreases.

This year the final phase has come into effect with a new, lower rate of 20.5% on professional income. This rate applies to all self-employed people.

2018 social security contributions
The table gives an overview of the basic social security contributions per quarter for 2018.

According to your income, these contributions can be higher. In order to accurately estimate your income, you may use this Social security contributions simulation tool (Only available in FR and NL).

Source: Partena Professional

Better protection for self-employed who are unable to work due to illness or accident

Posted May 11th, 2018 in Independent by Louise

From 1 January 2018, the self-employed who are unable to work due to illness or an accident will get support from their mutuelle (social security fund) sooner.

The ‘waiting period’ (non-compensable period) has decreased from 1 month to 14 days. This means that from your 15th day of incapacity you will be supported by the mutuelle.

As a result you should inform your mutuelle of illness within 14 calendar days (rather than 28 days as before). This waiting period is effective from the 1st day following the beginning of the inability to work.

Note: In case of a late submission of the inability-to-work declaration, the compensations due to you will be reduced by 10% per day from the day the indemnity is due until the day the declaration is submitted.

The new rules also apply to spouses who are registered as assisting their partner with their business.

Source: Partena Professional