Sectoral agreement 2021 - 2022 for joint industrial committee 226
The social dialogue in Belgium is organized on 3 levels: inter-sectoral/federal, sectoral and company level. Earlier this year, the wage norm and several employment measures which serve as the basis for the negotiations on a sectoral level, have been determined on a federal and inter-sectoral level.
Within JIC 226 these negotiations have been finalized at the end of November, resulting in a sectoral agreement for the years 2021-2022. We would like to provide you hereby with an overview of the most important decisions for 2021-2022 in your sector of industry.
Wages
Increase of the actual salaries, the minimum salaries and the salary scales on company level with 0,4% as from 01.12.2021.
Corona premium 40 EUR + 250 EUR
A one-off corona premium of 40 EUR in the form of consumption vouchers has to be granted to employees who are employed by the company on 23.11.2021 and received six months uninterrupted (guaranteed) salary in the period of 24.05.2021 until 23.11.2021 included.
In addition, a one-off corona premium of 250 EUR in the form of consumption vouchers is granted to employees who are employed by the company on 23.11.2021 and who have worked at least 175 effective days in the reference period from 01.03.2020 to 31.05.2021. For part-time employees, the premium is calculated pro rata. The number of days effectively worked is also calculated pro rata the working regime during the reference period.
Both corona premiums are also applicable to temporary agency workers. Please inform the temporary work agency.
Employers who have already granted a higher or equivalent corona premium, or another benefit in the framework of the COVID-19 crisis in 2021, can deduct this from the corona premium. The employer can also grant a higher corona premium (total max. 500 EUR) by an individual agreement with the employees (if there is no trade union delegation).
! Please inform us, at the latest with the December payroll, whether or not you have been granted a benefit to replace the corona premium. If not, we will calculate the corona premium for you.
Mobility
Increase of the employer’s participation to commuting costs (train, bus, underground, tram or Waterbus) to 90% as from 01.12.2021, unless the company has agreed upon a third party payer agreement (80/20) for the subscription. In the event of a third party payer agreement, the employer’s participation remains 80 %.
! Please let us know if we need to increase the employer participation to 90 %.
The employer participation for private commuting (use of own car by employee) is increased as from 01.12.2021 with 2.87%.
Time credit and unemployment scheme with company allowance
For time credit on specific grounds, JIC 226 applies the general rules as they are applicable in collective labour agreement n° 103. This implies that employees will benefit from 51 months of time credit for reasons of care taking and from 36 months for training purposes, provided that they meet the conditions. The total of both types of time credit can be maximum 51 months.
For time credit in view of landing positions (career wind-down), JIC 226 foresees the possibility to suspend the employment agreement as from the age of 55 by half or by 20% and benefit at the same time from a statutory allowance if the conditions thereto are met.
There are additional allowances paid by the social fund of the sector for the different types of time credit in view of a career wind-down.
As far as the unemployment scheme with company allowances is concerned, this system is possible as from the age of 60 for a long career with night work, for a heavy and arduous profession and for the very long career (40 years) according to the conditions as determined on a sectoral level.
Leave of absence [to be confirmed]
For deaths as from 01.01.2022, bereavement leave will be extended:
- from 2 to 3 days in the event of the death of a brother(-in-law), sister(-in-law), (great)grandfather, (great)grandmother, (great)grandchild, son-in-law or daughter-in-law living with the employee;
- from 1 working day to 2 days in the event of the death of any family member, other than those to whom specific provisions apply, who lives with the employee;
- from 1 day (funeral) to 2 days in the event of the death of a brother(-in-law), sister(-in-law), (great)grandfather, (great)grandmother, (great)grandchild, son-in-law or daughter-in-law not living with the employee.
This measure is provisional because, unlike the other provisions in this newsletter, it still has to be confirmed in a collective labour agreement.
Senior holidays
As from holiday year 2022, employees who take senior holidays are entitled to an additional premium of 30 EUR gross per senior holiday (15 EUR gross for half a day). The employer pays the premium, but can reclaim this from the Social Fund as from 01.01.2023.
A similar system already existed for youth holidays in JIC 226.
