Overview
On 8 March 2024, the Flemish government approved an updated economic immigration policy. What does this mean for you as an employer? What will change and what will stay the same? Find out in our blog.
As an employer facing a tight labour market, it is important that you spread your net more widely when you recruit and rise above prejudices and clichés. Targeting people with physical or mental disabilities who have the right abilities is a step in the right direction, but how do you get started? Are there things to be aware of and certain conditions you need to meet? Take a few moments to keep reading!
Which major changes in laws and regulations are set to be introduced that you do well take into account as an employer? What is new on 1 January 2024 and beyond? Below is an overview of the social-legal changes that will impact your work organisation.
On 1 January 2022, the special tax regime for foreign executives will be amended. Thanks to this information, you can now check whether your current or future employees can join the new BBIB/BBIO.
On 9 October 2023, the federal government reached an agreement on the 2024 budget. On the industrial relations front, they agreed on a number of labour market reforms which should help bring about employees working longer or returning to work, making work more rewarding and keeping the labour market competitive. These agreements are to be turned into legislation over the period ahead. Based on the information currently available to us, we are happy to already provide you with a run-down of what this could mean for you.
Do recruiters give job seekers the same/more/less opportunities than those who in work? Are job seekers as good at applying for jobs as those in employment? How important is experience when applying for a job? How important is a qualification?
Teleworking is usually performed from your home office, but with a good internet connection, you can work anywhere in the world. From 1 July 2023, it will be possible to allow limited teleworking from abroad under certain conditions, without compromising social security.
These are challenging times for the healthcare sector. On the one hand, the demand for healthcare profiles is rising due to an ageing society, while on the other hand, filling existing vacancies is already a struggle.
Baby boomers and generations X, Y and Z represent today’s labour market. How do you align your HR policies and recruitment and selection processes based on this?