New rules on telework to further limit the spread of Covid-19: update regional measures
Last week, we informed you about the new measures regarding telework at the federal level. In short: teleworking is no longer ‘highly recommended’ but has become ‘the rule’ for all workers whose roles allow for telework, but only to the extent that the continuity of business operations, activities and services permits it. Moreover, companies can arrange well-organised occasions in which employees can return to the company premises if they comply with sanitary measures.
Over the weekend, the Walloon and Brussels regional governments took additional measures to prevent the further spread of Covid-19. Although various media presented ‘compulsory teleworking’ as one of the new Brussels measures, the Brussels government has merely referred to what has already been decided at the federal level in this regard. Companies in Brussels – and also Wallonia – are therefore subject to the same rules concerning telework as set out in our newsflash (with the exception of the night curfew that applies between 10 pm and 6 am in Brussels and Wallonia). Yet, both regional governments have explicitly asked the federal government to increase inspections.
On 27 October, also the Flemish government emphasised that companies should make maximum use of teleworking, but did not announce any additional measures in this respect.
In the meantime, it has been announced at the federal level that a consultation round will be organised with the employers’ federations in order to set up a monitoring system.
For the time being, the reinforced measures will apply until 19 November 2020.
The ALTIUS Employment Team will keep you posted about new developments.
The reformed recognition procedure for dock workers… the end of a legal battle?
A new Royal Decree of 21 December 2022 substantially changes the recognition procedure for dock workers. This Royal Decree was issued in the aftermath of a long-standing legal battle initiated by two major players in the sector that challenged the very specific Belgian legislation on dock workers. Although the principle that dock work can only be carried out by recognised dock workers fully remains in place, the application process to become a recognised dock worker should now become (more) objective, non-discriminatory and transparent.Read on
Abolition of the reorientation indemnity’s (partial) reimbursement: a (significant) additional cost for employers conducting a collective lay-off
Employees terminated in the frame of a collective lay-off may participate in a redeployment cell, which helps them to find new employment. Any participating employee is entitled to a monthly reorientation indemnity equal to his/her salary inclusive benefits during a period of 3 or 6 months. The employer pays the reorientation indemnity. Until very recently, an employer could obtain a reimbursement from the unemployment office (“RVA”/“Onem”) for the amount of the reorientation indemnity exceeding the statutory indemnity in lieu of notice.Read on
Draft Belgian Whistleblowing Act now adopted in Parliament!
The draft Belgian Act on whistleblowing for the private sector, which transposes EU Directive 2019/1937 (‘the Whistleblowing Directive’) into national legislation, has finally been adopted in Parliament. The Act still has to be published in the Belgian State Gazette and will enter into force 2 months after its publication.Read on