Recently, the Supreme Court judged that the organiser of a pension promise (in casu an employer) is obliged to reimburse the deficits, which arise in a complementary pension scheme and this, regardless of the cause of the deficit, such as the bankruptcy of the occupational pension institution.
L&E Global’s 2017 Global Handbook | Employees vs Independent Contractors
A CEO fired an employee for serious cause without being competent to do so. The
employee was therefore granted a severance pay by the Labour Court of Appeal.
The National Labour Council has adopted new Collective Bargaining Agreements (CBA’s), which determine the age and the career requirements for the deviant systems of ‘Unemployment with a Company Allowance’.
The Government has reached an agreement on the sanctions to be imposed on employers and employees who do not fulfill their obligations with regards to the new rules concerning the reintegration of long term sick employees.
The Labour Court of Appeal of Brussels ruled that the refusal of an employee to accept a change of working place, which was agreed upon by a company collective bargaining agreement, constituted a reason for a dismissal for serious cause by the employer.
A new bill was published which reforms Belgian employment law in order to make the Belgian economy more competitive and to improve the work/life balance of the employees. Two of the most important changes are “the performance of 100 voluntary overtime hours by the employee” and the introduction of “occasional telework”.
A Royal Decree has reformed the rules regarding the medical examination of employees. Some changes are of particular interest for the employer.
The conversion of a dismissal with a period of notice into an immediate dismissal does not provide the employee with a new deadline to request a motivation of his/her dismissal from the employer.
Facts, which occurred in the private life of an employee, do not always justify a dismissal for serious cause.