Source: http://www.ilo.org/dyn/eplex/termdisplay.redress?p_lang=en&p_country=BE&p_all_years=Y
Timestamp: 2019-08-23 14:33:49+00:00
Document Index: 323274224

Matched Legal Cases: ['§ 1', "l'article 40", 'art. 5', "l'article 39", '§ 1', 'art. 63']

EPLex - Belgium - Avenues for redress
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Belgium - Avenues for redress (penalties, remedies) and litigation procedure for individual complaints
Employment Contract Act [ECA], 3 July 1978, as last amended on 05.03.2017
(Loi relative aux contrats de travail - available in French, Dutch and German )
Date: 05 Mar 2017; view website » (view in NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in March 2017
(Loi sur le travail - available in French, Dutch and German)
Royal Order on Collective Dismissals [ROCD], 24 May 1976, as subsequently amended in May 2016.
(Arrêté royal sur les licenciements collectifs)
Date: 13 May 2016; view website » (view in NATLEX »)
Act on Promotion of Employment [APE], 13 February 1998 as last amended in December 2010
(Loi portant des dispositions en faveur de l'emploi - available in French, Dutch and German)
Date: 19 Dec 2010; view website » (view in NATLEX »)
Law of 26 December 2013 concerning the introduction of a single status between blue-collars and white-collars workers with regard to notice periods and the day of default and accompanying measures
(Loi concernant l'introduction d'un statut unique entre ouvriers et employés en ce qui concerne les délais de préavis et le jour de carence ainsi que de mesures d'accompagnement - available in French, Dutch and German)
Date: 26 Dec 2013; view website »
Compensation for unfair dismissal - Are there legal limits?: Yes
In case of "manifestly unreasonable" termination of employment, the employer shall grant a compensation to the worker of minimum 3 weeks and maximum 17 weeks of remuneration (Art. 9 of the national 2014 Collective labour agreement No. 109).
In addition, the worker might request another specific compensation in case the employer does not motivate the reasons for the dismissal.
ECA Art. 39.§ 1er: Si le contrat a été conclu pour une durée indéterminée, la partie qui résilie le contrat sans motif grave ou sans respecter le délai de préavis fixé au articles [1 37/2, 37/5, 37/6 et 37/11]1, est tenue de payer à l'autre partie une indemnité égale à la rémunération en cours correspondant soit à la durée du délai de préavis, soit à la partie de ce délai restant à courir. L'indemnité est toutefois toujours égale au montant de la rémunération en cours correspondant à la durée du délai de préavis, lorsque le congé est donné par l'employeur et en méconnaissance des dispositions [2 ...]2 de l'article 40 de la loi sur le travail du 16 mars 1971.
L'indemnité de congé comprend non seulement la rémunération en cours, mais aussi les avantages acquis en vertu du contrat. (...)
Except for workers’ representatives on works councils and health, safety and working conditions committees.
Art. 578 of the Judiciary Code
Burden of proof: worker
In principle the worker has the burden of proof on the basis of the rule that who claims something has to prove it.
However, in certain circumstances, the burden of proof is somehow reversed:
- If the employer has not correctly informed the dismissed worker about the concrete reasons that led to his/her dismissal (art. 5 en 6 Collective Labour Agreement (CLA) No. 109), the employer has to prove the worker was dismissed for fair reasons;
- If the worker enjoys special protection against dismissal, the employer will have to prove that the reasons for the dismissal are strange to the reason for the special protection.
Employment Contract Act [ECA], 3 July 1978, as last amended in July 2016.
Date: 21 Jul 2016; view website » (view in NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in February 2016
Date: 29 Feb 2016; view website » (view in NATLEX »)
Royal Order on Collective Dismissals [ROCD], 24 May 1976, as subsequently amended in May 2016
Employment Contract Act [ECA], 3 July 1978, as last amended in Dec. 2015
Date: 31 Dec 2015; view website » (view in NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in August 2013
Date: 17 Aug 2013; view website » (view in NATLEX »)
Royal Order on Collective Dismissals [ROCD], 24 May 1976, as subsequently amended in January 2012
Date: 31 Jan 2012; view website » (view in NATLEX »)
Employment Contract Act [ECA], 3 July 1978, as last amended 31.12.2013
Date: 31 Dec 2013; view website » (view in NATLEX »)
Furthermore, for blue-collars workers: Art. 63 ECA: max. 6 months' wages (+ possible application of Art. 39(1) ECA)
ECA Art. 63: Est considéré comme licenciement abusif pour l'application du présent article, le licenciement d'un ouvrier engagé pour une durée indéterminée effectué pour des motifs qui n'ont aucun lien avec l'aptitude ou la conduite de l'ouvrier ou qui ne sont pas fondés sur les nécessités du fonctionnement de l'entreprise, de l'établissement ou du service.
En cas de contestation, la charge de la preuve des motifs du licenciement invoqués incombe à l'employeur.
Sans préjudice de l'article 39, § 1er, l'employeur qui licencie abusivement un ouvrier engagé pour une durée indéterminée est tenu de payer à cet ouvrier une indemnité correspondant à la rémunération de six mois, sauf si une autre indemnisation est prévue par une convention collective de travail rendue obligatoire par le Roi. (...)
In case of allegations of unfair dismissals of blue-collars workers under permanent employment contracts, the burden of proof lies with employer, see Art. 63 ECA:
Art. 63.Est considéré comme licenciement abusif pour l'application du présent article, le licenciement d'un ouvrier engagé pour une durée indéterminée effectué pour des motifs qui n'ont aucun lien avec l'aptitude ou la conduite de l'ouvrier ou qui ne sont pas fondés sur les nécessités du fonctionnement de l'entreprise, de l'établissement ou du service.
En cas de contestation, la charge de la preuve des motifs du licenciement invoqués incombe à l'employeur.(...)
Employment Contract Act [ECA], 3 July 1978, as last amended 17.08.2013
Except for white-collars (no statutory limitation).
Blue-collars - Art. 63 ECA: max. 6 months' wages (+ possible application of Art. 39(1) ECA)
White-collars - free determination by the judges
Employment Contract Act [ECA], 3 July 1978, as last amended 28.06.2012
Date: 28 Jun 2012; view website » (view in NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in December 2010
Date: 12 Dec 2010; view website » (view in NATLEX »)
Date: 30 Mar 1998; view website » (view in NATLEX »)
Employment Contract Act [ECA], 3 July 1978, as last amended in June 2010
Date: 06 Jun 2010; view website » (view in NATLEX »)
Royal Order on Collective Dismissals [ROCD], 24 May 1976, as subsequently amended in March 1998
Employment Contract Act [ECA], 3 July 1978, as last amended in October 2009
Date: 27 Oct 2007; view website » (view in NATLEX »)
Labour Act [LA], 16 March 1971, as last amended in May 2009
Act on Promotion of Employment [APE], 13 February 1998 as last amended in May 2007
Date: 10 May 2007; view website » (view in NATLEX »)
Blue-collars: max. 6 months' wages
White-collars: free determination by the judges
Blue-collars: art. 63 ECA
Employment Contract Act [ECA], 3 July 1978, as last amended in December 2008
Date: 22 Dec 2008; view website » (view in NATLEX »)
Date: 18 May 2009; view website » (view in NATLEX »)
Royal Order on Collective Dismissals [ROCD], 24 May 1976 , as subsequently amended in March 1998