1. What does Belgium’s 7 October 2022 law mean for employers when providing working-condition information?
Employers in Belgium must give workers clear individual and collective information about the main aspects of the employment relationship, making it an obligation to communicate essential working conditions upfront.
2. What new restrictions does the Belgium law create for employers regarding secondary employment?
Employers in Belgium can no longer impose a blanket prohibition on workers having another job unless a legal exception applies, meaning employers must justify any restriction based on the law.
3. What training obligations do employers in Belgium have under this law?
Employers in Belgium must ensure workers have free access to certain training courses, since the law guarantees that these trainings cannot be charged to workers.
4. How should employers in Belgium handle requests for more predictable working conditions?
Any worker in Belgium with at least six months of seniority may request more predictable or secure working conditions, and employers are required to provide a written and reasoned response.
5. How does the Belgium law affect employers using trial periods?
Trial periods in Belgium are now heavily restricted and may only apply in temporary employment, interim employment, or student contracts, meaning employers must review their contract templates to avoid unlawful trial clauses.
6. What responsibilities do employers in Belgium have when scheduling variable working hours?
Employers in Belgium must guarantee a minimum level of predictability for workers with variable hours, ensuring schedules are not assigned arbitrarily and workers can reasonably anticipate their hours.
7. How does the Belgium law protect workers who file complaints, and what does this mean for employers?
Workers in Belgium who file complaints or initiate proceedings to enforce their rights are protected from adverse treatment, so employers cannot retaliate or change conditions in a negative way after a worker asserts these rights.
8. What should employers in Belgium know about dismissal protections under this law?
Employers in Belgium cannot dismiss workers for exercising the rights linked to transparent and predictable working conditions, meaning any dismissal must be clearly unrelated to these rights to avoid violation.
9. What sanctions can employers face in Belgium for non-compliance with this law?
Failure to comply with obligations from this Belgium law can result in punishable offenses under the Social Penal Code, exposing employers to criminal sanctions for breaches.
