On 15 July 2021 the European Court of Justice ruled that employers may legally prohibit employees from wearing any visible signs of political, philosophical or religious beliefs at work if they can prove that they need to appear neutral in front of their clients or need to avoid social conflicts.
After 1.5 year of teleworking, the Belgian Coordination Committee (coordination body composed of Federal, regional and community ministers) decided to lift the recommendation to work from home as of 1 September 2021. As a result, many employees are now gradually returning to the office, often on a part-time basis.
Until recently, directors of regulated firms were permitted to serve as directors on a self-employed basis and, at the same time, to perform their operational functions as employees. Those days are now over. This change has involved a number of stages.
In this fifth and final episode of our Working from Home series, we will dive into the less explored topic of working time for teleworkers.
Après que les partenaires sociaux ne soient pas parvenus eux-mêmes à un accord sur la marge maximale pour l'évolution des coûts salariaux pour les années 2021-2022, le gouvernement a décidé par Arrêté Royal du 30 juillet 2021
On 1 August 2021, the 'corona premium' rules came into force in Belgium. This premium, paid in the form of consumption vouchers (either electronic or paper), can be used in certain businesses and establishments
The pandemic has given an enormous boost to working from home, in particular (to state the obvious) when it was mandatory. Where roles permitted it, even those employers and employees most vigorously
Aujourd’hui, les règles concernant la prime corona ont été publiées au Moniteur Belge.
On 15 July 2021, Belgium published the law of 27 June 2021 "extending bereavement leave in the event of the death of a partner or child and introducing flexibility in taking bereavement leave" (“the law”) in the Official Gazette.
On 15 July 2021, the European Court of Justice ruled in two German cases that a neutral dress code in the workplace does not constitute either direct or indirect discrimination based on religion or belief
