The “omnibus” law of April 8th 2018, effective since April 15th 2018 (hereinafter the “Law”), amends many provisions of the Labour Code in order to strengthen the protection of employees. The main changes are as follows:
2017 has arrived and some legislative changes with it. In order to assess if your HR department is compliant with the new laws, you will find a short summary of the major innovations:
Tous les deux ans, le Gouvernement doit soumettre à la Chambre des Députés, sur base de l’article L.222-2 du Code du Travail, un rapport sur l'évolution des conditions économiques générales et des revenus. Sur base de ce rapport, le Gouvernement a la faculté de proposer un relèvement du salaire social minimum. Ainsi, le Gouvernement avais soumis le projet de loi n°7085.
De plus en plus de sociétés ont recours aux plans d’option sur acquisition d’actions afin de fidéliser leurs salariés, ceux-ci bénéficiant d’une imposition intéressante sur les options sur actions.
Remuneration policy has been implemented at the European level explaining that one main factor of the financial crisis was the inappropriate remuneration structure of certain institutions of the financial sector. More precisely, it was generally recognized that "excessive remuneration in the financial sector fuelled a risk appetite that was disproportionate to the loss-absorption capacity of institutions and of the financial sector as a whole".
