European Restructuring Monitor (ERM)
Eurofound's ERM database on restructuring-related legal regulations provides information on regulations in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change.
Chapter 2, Articles 9-17.
The law reforms the current system of training whilst in employment. Previously 1,9% of the yearly wage mass in private companies had to be invested in training. The new law dismisses both this system and the sanctions that accompanied it. Instead a new interprofessional goal of 5 days on average spent on training per FTE has been introduced. The 5 days of training have to be concretised by either a new collective agreement or by extending the previous collective agreement.
The new law foresees in the organisation of training, either on a sectoral or company level by creating individual education accounts. In case no collective agreement has been settled on either the sectoral or company level, the employee is still entitled to 2 training days per year for each FTE.
The law aims at both formal and informal training (that are directly related to the job). The training provided can also be related to health and wellbeing at work.
If the employee isn't able to to use up the training days he/she is entitled to, the unused days will be transferred to the next year, without reducing the number of days in that year.
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Eurofound (2015), Belgium: Employers obligation to provide skill development plans or training, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/employers-obligation-to-provide-skill-development-plans-or-training/belgium
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