Social security law
Social security law
Social security law creates a social safety net when employment or self-employment ends. The main objective of social security is to provide a replacement income for employees or the self-employed who are unable to work or earn an income for themselves.
For the self-employed, employers and employees alike, discussions and disputes can arise within social security law.
As a self-employed person in main or secondary occupation, you are affiliated with a social insurance fund to which you must pay quarterly social security contributions. In return, as a self-employed person, you can count on a number of social rights (e.g. in the event of incapacity for work, pregnancy, pension, etc.).
Do you have a conflict with your social insurance fund? Do you have questions about your pension rights? Are you not receiving disability benefits? Get in touch with us! We advise you on your rights, assist you in discussions with the competent services and defend your interests in court.
As an employer, you have numerous obligations to the National Social Security Office (NSSO) if you employ staff. These obligations often give rise to discussions and disputes with the NSSO. The stakes of these disputes can be very high. The NSSO can claim not only the actual contributions, but also contribution surcharges and interest.
Classic discussions include undeclared work, part-time work, allocation of fixed expense allowances, false self-employment, etc. Do you have questions about the NSSO or would you like guidance during a discussion with the NSSO? Do not hesitate to contact us.
As an employer, you have numerous obligations to the National Social Security Office (NSSO) if you employ staff. These obligations often give rise to discussions and disputes with the NSSO. The stakes of these disputes can be very high. The NSSO can claim not only the actual contributions, but also contribution surcharges and interest.
Classic discussions include undeclared work, part-time work, allocation of fixed expense allowances, false self-employment, etc. Do you have questions about the NSSO or would you like guidance during a discussion with the NSSO? Do not hesitate to contact us.
Frequently Asked Questions
Was the dismissal given for just cause or not? A question that frequently arises after a dismissal. But is the employer obliged to disclose the reasons for the dismissal?
In principle, an employer is not required by law to spontaneously communicate the reasons for dismissal. The employee can always request the concrete reasons for dismissal from the employer by registered letter. This request must be made by the employee within two months of the termination of the employment contract.
The employer must respond within two months of receiving the registered letter, also by registered mail. Failing this, the employer will have to pay a penalty of 2 weeks' wages.
Meeting or not meeting the grounds for dismissal can have serious consequences in a subsequent challenge to the grounds for dismissal. See our article "A manifestly unreasonable dismissal, how and what?
Since April 1, 2014, collective bargaining agreement No. 109 has come into force to combat the manifestly unreasonable dismissal of employees. A manifestly unreasonable dismissal is the dismissal of an employee for reasons unrelated to his suitability and/or behavior or not linked to the company's necessities. Moreover, a normal and reasonable employer would never have proceeded to this dismissal. The manifestly unreasonable dismissal applies only to employment contracts of indefinite duration.
The manner in which the grounds for dismissal were made determines who must prove the manifestly unreasonable nature of the dismissal:
The employer communicated the reasons for dismissal spontaneously or upon express request provided compliance, the employee must provide proof.
The employee has asked about the reasons for dismissal but the employer does not answer according to the rules, the employer will have to provide proof.
The employee did not submit a question or it was not valid then it is up to the employee to provide proof.
Sanction?
If the dismissal is labeled as manifestly unreasonable, the employer will be ordered to pay compensation equivalent to a minimum of 3 weeks and a maximum of 17 weeks of wages.
For questions regarding this topic, contact us. A manifestly unfair dismissal is never a black and white story.
One of the main misunderstandings within dismissal law is that a sick employee could not be fired while on disability. This is incorrect.
An employer may fire a sick employee at any time. However, the employee may not be fired because of the illness. Such dismissal may be manifestly unreasonable and give rise to compensation or even be considered discrimination based on health status.
You can always contact us with questions regarding dismissal during a period of illness.
In other cases, there may be severance protection, click here for more info.
