According to Acerta, around 4% of employees are entitled to an ONSS reduction that is not applied. The average amount that could be recovered through this reduction is €2200. Hopefully you still have time to get your old ONSS reductions back! Acerta explains all about how employers can benefit from a range of subsidies for their employees. Read the article (Only available in FR). — Source: Acerta
The WLTP (Worldwide Harmonized Light Vehicles Test Procedure) is a new compulsory test procedure for cars, which will lead to an overall increase in a car’s carbon emission value. This will have a knock on effect on the circulation tax, the calculation of the benefit in kind, the deductibility of cars expenses from corporate income tax and the carbon solidarity contribution. Read more about the WLTP (Only available in FR and NL). — Source: SD Worx
Since 1st September 2017, the per diem amounts and conditions for federal employees have significantly changed. This matters as many employers in the private and non-profit sector use these amounts for their own employees. It was confirmed recently that the new amounts and conditions also apply. Read more here (Only available in FR). — Source: SD Workx
The law introducing the mobility (or cash for car) allowance came into force in May 2018. Employees with a company car that they can also use for private use can now give it back and get paid more instead without this income being treated by the tax and social security authorities as regular salary. The mobility allowance is calculated on the basis of the returned vehicle's catalogue value and benefits from a favourable fiscal and social regime. Read more about mobility allowance (Only available in FR and NL). — Source: SD Worx
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. Links: Only available in FR – Annexe au règlement de travail relative aux délais de préavis (Partena Professional) Source: http://www.hralert.be/fr/news/modele-de-nouvelle-annexe-au-reglement-de-travail (HR Alert)
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. Links: Only available in FR – Flexibilité au travail : 4 employés sur 10 inquiets pour leur promotion (communiqué de presse de Mercer) Source: http://www.hralert.be/fr/news/la-flexibilite-au-travail-pas-evidente (HR Alert)
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 Links: 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: http://www.hralert.be/fr/news/1-contrat-sur-4-est-un-coup-dans-l%E2%80%99eau (HR Alert)
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. Links: Only available in FR – Outils IT : les nouveaux forfaits confirmés au niveau social…mais incertitude en cas de split billing (Group S) Source: http://www.hralert.be/fr/news/usage-prive-du-gsm-de-societe-pas-d%E2%80%99office-impose (HR Alert)
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: http://www.hralert.be/fr/news/%C2%AB-motivez-directement-le-licenciement-sur-le-c4-%C2%BB (HR Alert)
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. Links: Only available in NL – Leidt de hoge vervangingsvraag van 50-plussers tot een structurele krapte op de arbeidsmarkt (Steunpunt Werk - KU Leuven) Source: http://www.hralert.be/fr/news/le-marche-flamand-du-travail-pas-au-bout-du-tunnel (HR Alert)
