As a strategic HR partner, it is crucial for us to be aware of the latest legislation and upcoming changes. In this article, we have summarised the most important information that affects you as an employer. In this article, we would like to inform you about recent legal changes, legal changes for 2024<\/strong>, legislative proposals, and what GJ GROEP, can do for you in this regard. <\/p>\n In addition to the upcoming legal changes that will take effect in 2024, a number of important legal changes relevant to HR and to you as an employer also came into effect last year.<\/p>\n The new pension law ensures that the amount of pension accrued becomes clearer and more personalised. A participant’s pension will henceforth be all premiums paid on their behalf, plus the returns generated by that money. <\/p>\n The basic principle of the new law remains the same. This means that pensions will still be built up collectively and that financial risks will be shared. Employers and employees pay premiums, pension providers invest that money and pay out the pension benefits. <\/p>\n Social partners and pension providers have 4 years to adapt pension schemes to the new legislation, i.e., until 1 July 2027.<\/p>\n Before the legal change regarding continued payment of wages for sick AOW-eligible employees came into effect, you, as an employer, paid wages for 13 weeks in case of illness. With the legal change regarding continued payment of wages for sick AOW-eligible employees, you, as an employer, will only pay wages for 6 weeks in case of illness as of 1 July 2023. For AOW-eligible individuals who were already sick before 1 July 2023, the 13-week period remains applicable. <\/p>\n What does this mean for you as an employer?<\/strong><\/p>\n Sickness absence is an unavoidable aspect within any company. It is therefore important to prepare your organisation well for this. GJ Verzuim is a certified occupational health service in accordance with ISO-9001. We possess the necessary knowledge, skills, and experience in the field of working conditions, safety, and health at work. Would you like to know what our Occupational Health Service can do for you? Please feel free to contact our specialists<\/a>. <\/p>\n If an employee works in multiple EU member states, the employee is socially insured in their country of residence if at least 25% of the total working time is spent there.<\/p>\n Due to the coronavirus crisis, teleworking could lead to a shift in social security liability to the country of residence for employees living in a different country from where they work. To prevent this, a regulation was put in place. This regulation meant that cross-border workers could work from home without consequences for social security. Given the end of the coronavirus crisis, this regulation is no longer necessary and was discontinued as of 1 July 2023. <\/p>\n With the Minimum Hourly Wage Act, the same minimum hourly wage will apply to every employee. This means that the hourly wage will become the basis, not the monthly wage. The minimum hourly wage will then always be based on a 36-hour working week. <\/p>\n Read here<\/a><\/strong> for more information about the introduction of the minimum hourly wage.<\/p>\n Through the work-related costs scheme (WKR), you as an employer can provide tax-free allowances to your employees. Currently, the discretionary scope for the work-related costs scheme amounts to 3% of the fiscal wage sum up to \u20ac400,000. As of 1 January 2024, the first bracket of the discretionary scope of the work-related costs scheme will be reduced from 3% to 1.92%. <\/p>\n As of 1 January 2024, the tax-free travel allowance will be increased from \u20ac0.21 per kilometre to \u20ac0.24 per kilometre. The tax-free travel allowance is a targeted exemption in payroll tax. As an employer, you can grant an employee an allowance for business kilometres. There is no legal obligation to reimburse travel expenses, so you are free to decide on this as an employer. <\/p>\n Since 1 March 2022, employees and job seekers have been able to apply for a STAP budget of up to \u20ac1000 per year for their training and development. The STAP budget is a personal learning and development budget. <\/p>\n The STAP subsidy came under pressure when it became clear that participants were following too many courses without clear added value for the labour market.<\/p>\n Due to these problems and austerity measures, the cabinet has decided that the STAP budget will be abolished as of 2024. The last STAP budget period starts on 15 November 2023. <\/p>\n With the expiry of the STAP subsidy, \u20ac147 million in funds will become available. Half of this will be used to expand the SLIM subsidy. The SLIM scheme is a subsidy aimed at promoting learning and development in SMEs. <\/p>\n As of 1 January 2024, working individuals in the Netherlands will start accruing pension from the age of 18. Previously, this was from the age of 21. As an employer, ensure that the data is entered correctly and on time. <\/p>\n In addition to recent and upcoming legal changes, there are also a number of legislative proposals that may be relevant to you as an employer. We have listed the most important ones and what GJ GROEP, can do for you. <\/p>\n A legislative proposal has been submitted that obliges companies with more than 10 employees to provide employees with access to a confidential advisor. Making an external confidential advisor<\/a> available contributes to a safe working environment. <\/p>\n Does everyone within your organisation know where they can turn, and is there a clear code of conduct in place? We are happy to help you with this! From a positive, neutral, and protective position, we make the topic discussable for both employer and employee. <\/p>\n Read here<\/strong><\/a> for more information about our Confidential Advisor service.<\/p>\n The legislative proposal ‘Supervision of Equal Opportunities in Recruitment and Selection’ obliges employers and intermediaries to document how they prevent discrimination in recruitment and selection.<\/p>\n GJ GROEP, is an ambassador for the Anti-Discrimination League. We believe that every person has the right to a quality job and individual growth. And we actively commit ourselves to this! We pay attention to every individual and support the fight against inequality. Together with you, we ensure a fair and open labour market. <\/p>\n Are you looking for professional support in your search for the perfect candidate? Our Recruitment and Selection specialists would be happy to take over the recruitment and selection process for you! Please feel free to contact us<\/a>. <\/p>\n The legislative proposal ‘More Security for Flexible Workers’ aims to create more security for on-call workers, agency workers<\/a>, and temporary workers, and to reduce the differences between permanent and flexible employment. This legislative proposal includes considering the abolition of zero-hour contracts and shortening Phases A and B in agency contracts. <\/p>\n We focus on sustainable long-term success. We pay a lot of attention to the development of our relationships. With care and time, we get to work for you, we are up-to-date on the latest legislation and regulations, and we select the best candidates for your business. <\/p>\nHR Legal Changes 2023<\/h2>\n
Future Pensions Act \u2013 1 July 2023<\/em><\/strong><\/h3>\n
Continued Payment of Wages for Sick AOW-Eligible Employees \u2013 1 July 2023<\/em><\/strong><\/h3>\n
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New Regulation for Cross-Border Teleworkers \u2013 1 July 2023<\/em><\/strong><\/h3>\n
HR Legal Changes 2024<\/strong><\/h2>\n
Introduction of Minimum Hourly Wage \u2013 1 January 2024<\/em><\/strong><\/h3>\n
Work-Related Costs Scheme \u2013 1 January 2024<\/em><\/strong><\/h3>\n
Tax-Free Travel Allowance Increase \u2013 1 January 2024<\/em><\/strong><\/h3>\n
STAP becomes SLIM \u2013 1 January 2024<\/em><\/strong><\/h3>\n
New Pension Act <\/em><\/strong>\u2013 1 January 2024<\/em><\/strong><\/h3>\n
Legislative Proposals<\/strong><\/h2>\n
Mandatory Confidential Advisor<\/em><\/strong><\/h3>\n
Equal Opportunities in Recruitment and Selection<\/em><\/strong><\/h3>\n
More Security for Flexible Workers<\/em><\/strong><\/h3>\n