Our experts are ready to inform, advise and support you
Do you have a question about the 'older workers' employment plan? Contact the experts at Acerta.
Contact us
EN
Since 2013, every organisation with more than 20 employees has been required to draw up an employment plan to retain or increase the number of employees aged 45 and over (NAC CAO 104). What obligations does an employment plan entail for you as an employer? And what legalities do you need to consider?
You either choose to prepare an annual employment plan or use a multi-year plan.
An employment plan can be fully customised for your business. CBA No 104 thus provides for the following areas of action:
Take the consultation bodies in your company into account. The implementation procedure differs depending on the consultation bodies in your company.
The plan must be submitted to the works council for its opinion. Failing this, present it to:
A two-month period then starts, during which employee representatives can give their opinions, and any additional proposals are made. If you do not follow the advice and do not modify your proposal, you must justify your decision within two months.
For companies with fewer than 50 employees and without a union delegation, the plan should be provided for information purposes only.
The count, which determines whether or not more than 20 workers are employed in the company, is performed every four years. The number of employees, expressed in full-time equivalents, declared in the Dimona declaration is reviewed on the first working day of the calendar year in which the employment plan is prepared.
If you did not have 20 employees on 2 January 2021, you were exempt from preparing such a plan. A new count must be performed in 2025, to check whether you can again qualify for such exemption or need to start working on this.
The timing is determined depending on the close of your company’s financial year. This is because the proposed plan must be delivered to the works council within three months of its conclusion. That means for companies where the financial year runs concurrently with the calendar year, 31 March is the deadline.
Do you have a question about the 'older workers' employment plan? Contact the experts at Acerta.
Contact usElections are coming up: what remains to be decided?
In the run-up to the elections on 9 June 2024, there are still some labour issues to be completed and consequently some decisions that remain to be taken. What is the impact on you as an employer?
Read moreWhat will change for employers in April 2024?
Legislation is changing at a rapid pace and, as an employer, it is important to keep pace and know what changes may impact your organisation. We list all the most important changes for April 2024.
Read morePurchasing power bonus: 31 March is fast approaching
If you awarded your employees a purchasing power bonus in 2023, you are required to issue this bonus in the form of consumption vouchers by 31 March 2024 at the latest.
Read more
