Federal - page 20

969 Articles

Federal

Finance remains one of the main challenges for growing companies. Our approach aims to modernise and streamline alternative financing mechanisms. The goal is to create attractive financial conditions that position Belgium as a destination of choice for creating and developing innovative businesses.

Federal Self-employed and SMEs

15 May 2026 Our results

SME Plan: Boosting start-ups and scale-ups

For start-ups and scale-ups to innovate and create real added value, Belgium must remove the administrative and regulatory obstacles that hold back their development. Our aim is to create an environment that encourages innovative companies to emerge and grow.

Federal Self-employed and SMEs

15 May 2026 Our results

SME Plan: Strengthening competitiveness

In a context of increased international competition, our SMEs must be able to rely on a robust and competitive economic ecosystem. Our strategy aims to develop European technological autonomy, protect our companies against unfair practices and strengthen their resilience in the face of crises and international trade tensions.

Federal Self-employed and SMEs

15 May 2026 Our results

Extension of flexi-jobs to all sectors

Flexi-jobs are being extended to all sectors, in both the public and private spheres. The system remains attractive for employers, with the employer contribution maintained at 28%, while the maximum annual income for workers rises to 18,000 euros. This extension allows those who wish to top up their income more easily, while giving companies and public services a flexible solution to meet their staffing needs.

Employment Federal

15 May 2026 Our results

Return to work: better monitoring of incapacity for work over time

Each period of incapacity for work prescribed by the treating doctor may not exceed three months. This limit makes it possible to reassess the worker's medical situation more regularly, rather than letting an absence drag on without a further review.

Employment Federal Wallonia

15 May 2026 Our results

Making health insurance funds accountable for supporting long-term sick people

Health insurance funds will be made more accountable in supporting people who are unfit for work. Part of their administrative costs will depend more directly on their ability to effectively reintegrate the long-term sick into the labour market. The aim is to make the return to work a concrete priority

Employment Federal

15 May 2026 Our results

Making employers more accountable for long-term absences

Employers that are not SMEs will be held more accountable when a worker aged 18 to 54 goes on long-term sick leave. During the first two months of primary incapacity following the guaranteed pay period, they will have to contribute 30% of the benefit paid by the health insurance fund. This contribution replaces the current accountability levy linked to excessive numbers of workers moving into invalidity. The aim is to encourage companies to act earlier, prevent long absences more effectively and provide concrete support for workers' reintegration wherever possible.

Employment Federal

15 May 2026 Our results

Making employers accountable to encourage a return to work after illness

Employers with 20 or more workers will have to start a reintegration pathway no later than six months after the start of the period of incapacity for work. If they fail to do so, a level 2 sanction may be applied. The objective is clear: to make reintegration a concrete, monitored and genuinely supported process rather than a theoretical principle. For workers, this means a better chance of being supported towards a suitable return to work when their health allows it.

Employment Federal

15 May 2026 Our results

Neutralising guaranteed pay in the event of partial return to work

When a worker partially resumes work as part of an authorised activity with their employer, a relapse will no longer trigger payment of guaranteed pay. This clarification aims to remove a concrete obstacle to reintegration: an employer who allows a gradual return is no longer penalised in the event of a relapse. This encourages partial returns, which are often essential to regain a rhythm, maintain the link with work and move towards more lasting reintegration.

Employment Federal

15 May 2026 Our results

An incentive for partial return to work after illness

When a worker returns to work part-time with the approval of the advising doctor, the employer who accepts this return will no longer have to pay guaranteed pay in the event of a relapse during that period. This clarification replaces the current twenty-week neutralisation regime and removes a concrete obstacle to reintegration. By giving employers more certainty, it encourages gradual returns to work, which are often essential to help workers find their rhythm again, stay connected with their professional environment and return to employment for the long term.

Employment Federal

15 May 2026 Our results

Better management of relapses after returning to work

To avoid the “revolving door” effect, a relapse into illness will only give rise to a new entitlement to 30 days of guaranteed pay after 8 weeks back at work, compared with 2 weeks previously. This measure aims to limit overly short back-and-forth movements between returning to work and incapacity, which disrupt companies' organisation and do not always lead to a lasting return. It encourages returns that are better prepared, more stable and better suited to the worker's actual situation.

Employment Federal

15 May 2026 Our results

Empowering workers to take responsibility in their return-to-work journey

Returning to work also depends on the worker's active participation where their state of health allows. Incapacity benefits will be reduced by 10%, instead of 2.5%, for those who do not cooperate sufficiently in their return-to-work pathway through their health insurance fund, for example by failing to complete a questionnaire. Where someone fails, without valid reason, to attend a summons from the occupational physician or the advising physician as part of reintegration, entitlement to benefits may be suspended. The aim is to guarantee serious support, with protected rights, but also with steps to be followed so that a suitable return to work is possible where feasible.

Employment Federal

15 May 2026 Our results

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