Welcome to the Field

In a world where technology is finding its way into every area of our daily lives, companies are faced with the challenge of integrating innovative solutions without compromising their employees’ privacy. Biometric time recording such as the use of fingerprints is an efficient way to keep track of employee attendance. The crucial question, however, is how this technology fits in with the strict rules of the General Data Protection Regulation (GDPR). In this article, we discuss the legal aspects of the use of biometric data in the workplace in light of a recent case.

‘Find out about the specific rules on language use in employment documents in Belgium. Discover how places of business and regional language requirements affect employment contracts, work regulations and more.’

What new measures does your company have to take into account in 2025? Social dumping not only puts pressure on employees but also disrupts fair competition among businesses. In this article, you can read about the latest measures that compel businesses to respect social standards and thereby create a level playing field in the struggle against exploitation and unfair competition. Is your company’s business model compliant with the new rules of the game?

From 1 January 2025 Flanders is to tighten up the regulations governing sequential liability in the event of illegal employment. Read about the new duties of care for contractors, the extension of scope to include the self-employed, and the possible severe sanctions in the event of infringements

Discover the new rules on financial subcontracting in the construction, meat and house removal sectors from 2025. Find out how this legislation tackles social dumping and what sanctions apply.

Discover the new sanctions for non-compliance with the procedures for floating work schedules after the reform of the Social Criminal Code, in force since 1 July 2024

The new Companies and Associations Code (CAC) expressly states that directors cannot be bound by an employment contract with the company in that capacity. However, this does not mean that a director may never enter into an employment contract with the company at which he or she is a director.