Strong business growth? Remember your employer obligations!
Strong business growth? Remember your employer obligations!
October 2024 - In a business that attracts new customers, generates additional turnover and hires new employees, you as an employer need to consider additional obligations. We list the most important action points.
Each time a cape in the workforce is crossed (20, 50 or 100 employees), new legal ground rules come into play. How do you keep a clear view of these obligations so that you, as an entrepreneur, avoid administrative or criminal sanctions?
Good to know: also check within your own sector and region what specific rules and obligations apply when your workforce reaches a certain number of employees.
From 20 employees
Reception policy for new employees
Thanks to a professionally developed welcome policy (which complies with current legislation), new employees feel welcome and can integrate quickly. Provide the necessary essential information, such as work regulations, safety regulations and practical details. Also pay sufficient attention to guidance, introduction to colleagues and explanation of the company culture.
Appoint internal prevention adviser
You should appoint a qualified employee as internal prevention adviser, where he or she is responsible for ensuring health and safety in the workplace. This person advises you as the employer on prevention measures and monitors compliance with safety regulations.
Right of deconnection
The right of deconnection means that employees are not obliged to answer work-related communications outside working hours. As an employer, you should respect this to promote a healthy work-life balance. This right helps prevent burnout and stress by allowing employees to fully recover during their time off. You should lay down these arrangements in a collective agreement or in the labour regulations.
Training right
Employees are entitled to continuous professional development and training. You must provide training that meets the needs of the employees and the organisation. As of 20 employees, an employee is entitled to at least five training days per year. Sectoral agreements may also apply.
Collective dismissal or closure of the company
In case of collective dismissal for economic reasons or closure of the company, you must follow specific procedures. For example, consider setting up an employment cell, informing employees in advance and paying a closure fee.
From 50 employees
Establishment of the Committee for Prevention and Protection at Work (CPBW)
The Committee for Prevention and Protection at Work (CPBW) must be established in companies with more than 50 employees. The CPBW monitors safety, health and welfare in the workplace, handles risk assessments, and advises on prevention measures to prevent accidents and occupational diseases, with the participation of both employers and employees. The election of employee representatives to the CPBW takes place during the quadrennial social elections.
Appointment of confidential advisor
The appointment of an (internal) confidant provides a first point of contact for employees with psychosocial risks, such as stress and burnout. This person offers support, listens, and guides employees in finding solutions. Appointing a confidant is essential for creating a safe and supportive working environment.
Whistleblower scheme
A whistle-blower scheme allows employees to report wrongdoing within the organisation without fear of reprisals. This scheme ensures anonymity and protection for the reporter. You should establish clear procedures to receive, investigate and take appropriate action on reports, in line with legislation.
Starting job obligation
As an employer, did you have at least 50 employees on 30 June of the previous year? If so, you must reserve a certain percentage of your workforce for young people under the age of 26. This gives young people the opportunity to gain work experience and strengthen their position in the labour market.
Detailed analysis of remuneration structure
Every two years, you should conduct a detailed analysis of the remuneration structure within your company. This analysis helps to identify, understand and address pay gaps, especially in the area of gender equality. The aim is to ensure fair remuneration for all employees, in line with legal requirements and ethical standards.
From 100 employees
Installation of works council
In Belgium, the installation of a works council is mandatory in companies with more than 100 employees. This consultative body promotes social dialogue and represents employees in decisions on working conditions, wage policy and other work-related issues.
Participation in Federal Mobility survey
Every three years, your company must participate in the federal mobility survey. This involves collecting data on your employees' commuting patterns, among other things, and submitting the results to the FPS Mobility.