Welcome to 2025! What's new?

As is customary, a new year brings some changes in the area of social law. This is certainly the case for 2025. Starting January 1, 2025, employers and employees can expect a number of new developments. In this newsletter, we’d like to outline the most important changes in labor law.

Book 6 of the new Civil Code has been in effect since January 1. Among other things, this has implications for employees who cause damage while on the job. As a result of the legal reforms, employees will soon be held directly liable outside of a contract by third parties (injured parties) to compensate for damages resulting from a fault, even if no contract was concluded between the two parties. The injured party will therefore no longer be able to hold only the employer liable.

The option to carry over unused statutory leave has been in effect since 2024, but will take full effect starting in 2025. You can read all about it in our newsletter dated December 19, 2024.

The wages of employees covered by Joint Committee 200 (the supplementary Joint Committee for white-collar workers) are indexed on January 1 of each year. For this year, the index for JC 200 was set at 3.58%. Please also note that the annual bonus in PC 200 (which initially amounted to 250 euros) now stands at 323.69 euros as a result of the various index adjustments.

There are also new developments in the area of mobility: a. A reduction in the per-kilometer allowance for business travel b. SNCB fares will increase on February 1, which will affect the employer’s mandatory contribution toward commuting expenses in certain sectors.

In 2025, the statutory retirement age will increase to 66. Among other things, this will affect the ability to draw a supplemental pension—which, in principle, will only be possible starting at age 66 as of 2025—as well as end-of-career time credit. Please note, however, that the conditions for taking early retirement will remain unchanged for the time being.

On December 16, 2024, a new law governing private investigations went into effect. The law establishes various rules for employers who wish to use private investigations to ascertain facts regarding their employees. For example, an employer who wishes to conduct a private investigation into one of its employees must have a policy in place that governs the procedures for doing so; certain investigative actions are, in principle, prohibited; and additional GDPR obligations apply.

In 2023 and 2024, students were allowed to work a maximum of 600 hours per year under a student employment contract. Normal social security contributions do not apply to these hours; only a solidarity contribution is due. Effective January 1, 2025, the limit will be 475 hours per calendar year. This means students will be able to work fewer hours without being subject to the standard social security contributions.

8. Extension of foster parent leave and adoption leave: increase by one week 9. Flexi-jobbers: Entry into effect of the flexi-wage declaration *** Crauwels Advocaten is ready to help you navigate the various changes coming in 2025. For more information on any of the topics above or for other questions regarding labor and social security law, please contact one of our specialists.