Human resources

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)