Labor matters

Since 2020, the transition payment is calculated using a fixed formula: your employee accrues entitlement from the first working day, and for each full year of service, you calculate 1/3 of the gross monthly salary; remaining months...

Yes, canon law can set aside regular employment law in certain cases. Church denominations are permitted to organize themselves according to their own ecclesiastical statutes, and the Supreme Court confirmed in 2019 that this freedom of organization sometimes...

Yes, 'hard wages' can also fall under the tax-free allowance of the Work Expenses Scheme (WKR). The Supreme Court ruled that the nature of the wage component is not decisive: even a purely...

In principle, the redeployment obligation extends across the entire group and does not automatically stop at the national border, but it does have clear boundaries. If your company is part of an international group, then you must...

A fixed expense allowance for staff is permitted, but only if you substantiate the amount in advance with an investigation into the actual costs and repeat that substantiation as soon as circumstances change...

Yes: a benefit that your employee receives from a third party, but which you as an employer grant or allow, is generally considered part of taxable wages. Think of tips, allowances...

Under the WAB, the cumulative ground (ground i) cannot be combined with the ground for dismissal based on refusal to work due to conscientious objection (ground f). If you, as an employer, wish to dismiss an employee on the f-ground, you must...

Yes, a dispute between colleagues can lead to dismissal, but never without reason. A conflict between employees (a horizontal disruption) can constitute valid grounds for dismissal if the relationship becomes seriously and...

Yes, reporting sick via WhatsApp can be legally valid. The law does not prescribe a fixed form in which an employee must report sick. What is decisive is not the channel, but whether it...

As an employer, you are almost always liable for the damage suffered by your employee or hired freelancer in the event of a workplace accident, unless you can prove that you have fulfilled your duty of care...