Corona HR measures continue to appear regularly in the Belgian Official Gazette. These measures are diverse and are evolving rapidly. In this contribution, we provide a brief overview of the most important HR measures for the third quarter of 2021.
Teleworking
As of 27 June 2021, teleworking is no longer mandatory, but it remains strongly recommended for all companies for those employees whose functions are suited to it. The following measures no longer apply: the certificate confirming the need for presence at the workplace, the notification to the NSSO and the so-called “returning moments”. These modified rules are provisionally applicable until 30 September 2021.
In the case of international employment, teleworking as a result of the coronavirus benefits from continued neutral treatment for determining the applicable social security legislation until 31 December 2021.
Moreover, every company should be considering whether structural or occasional teleworking can be integrated into its business operations and preparing to implement it in the post-corona era.
Well-being at work
Companies still need to take appropriate preventive measures in a timely manner to ensure compliance with the rules on social distancing and to offer a maximum level of protection. The appropriate preventive measures are set out in the Generic guide for combatting the spread of COVID-19 at work, which has recently been revised for the fifth time. In the revised guide, several rules have been abolished or modified and a section on personnel parties and team buildings has been added.
Holidays
Travelling abroad is still subject to restrictions imposed by the national authorities. This also affects employers.
Employer’s rights regarding travel destinations
Even with the best intentions, an employer has no right to demand to know the travel destination of an employee or to prohibit an employee from travelling to a certain region. However, an employer may inform its employees concerning the quarantine restrictions that apply when returning from a certain destination. The company doctor and the inspectorates can always verify that the employee is respecting the testing and quarantine obligations.
Temporary unemployment benefits after visiting a red, orange or green holiday destination
- If the employee returns from a green or orange region, there is no right to temporary unemployment benefits, not even with a quarantine certificate.
- If the employee returns from a red region, there is no right to temporary unemployment benefits, not even when quarantine could be mandatory. There is an exception for employees testing positive whose travel region was not already red at the time of departure, provided that the employee is not unable to work and cannot work from home.
- If the employee returns from a high-risk region, there is no right to temporary unemployment benefits, not even when quarantine is mandatory. The same exception applies.
Temporary unemployment benefits are nevertheless possible when essential travel abroad is involved – travel for professional purposes, for example. However, the National Employment Office (NEO) (“RVA”/“ONEM”) has the right to check whether the employer has acted manifestly unreasonably by sending the employee to a certain destination.
Testing at the company level
There is still no legal framework on testing at the company level. The Act of 2 April 2021 is still subject to implementation by a Royal Decree. A Royal Decree of 11 May 2021 does allow employers to offer self-tests to their employees. However, employees cannot be obliged to use such tests.
Supporting measures
For the third quarter of 2021, some supporting measures have been extended and others have been newly introduced.
| Applicable to whom? | Which measures? |
| All employers |
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| Specific sectors |
In addition, the Council of Ministers has announced that voluntary overtime hours will be increased up to a maximum of 220 hours for the fourth quarter in the essential sectors and up to a maximum of 220 hours for the third and fourth quarters in the non-essential sectors. For 2022, voluntary overtime hours up to a maximum of 220 hours are possible for both the essential and non-essential sectors.
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The conditions for these measures are determined in the applicable legislation or can be found on the website of the FPS Employment or the NEO and/or in the administrative instructions of the NSSO.
In addition, the different regions in Belgium have taken additional (financial) measures to support the sectors affected as a result of the COVID-19 pandemic.
What does the future hold?
The Belgian Government intends to change the approach from October 2021 onwards. The focus will be on exceptional measures and relaunch-initiatives. We will be closely monitoring these legal changes.
