• € 3300 Customers:
    € 3400
  • Dutch

  • 8 days


After this course, you will have a complete picture of the socio-legal, HR and earned income tax aspects that you are faced with today. You will be initiated into the various HR instruments and areas of operation, and we will look at their mutual dependencies. You can be assured that you will be able to understand, process and check the monthly payroll. In addition, this training equips you to apply the theory in practice and you can be confident that the information given to you will be up to date and Di Rupo I-proof!

Target group

This course is aimed at:
  • Anyone who wishes to have more in-depth knowledge of employment law, HRM and earned income tax
  • Personnel employees who are responsible for processing the monthly payroll and are also involved in HR projects
  • HR managers who wish to have a sound knowledge of payroll and personnel administration in order to support their team.


Your learning process is assisted through:

Unique 3-dimensional approach
This integrates the legal, the 'dealing with personnel' and the administrative aspects.

We will provide you with workable answers to legal questions from working practice, without toying with any legal niceties. You will learn the purposes of the various documents. This will be restricted to a number of basic concepts. You will be given tips on how to deal with the day-to-day problems of personnel – therefore, no obscure HR theories. You will be given information and tips on how HR is applied in practice.

Trainers with a passion for the discipline

Our speakers have years of experience behind them in the training of employees: you will be given exactly the information that you require. We guarantee you will receive practical and current knowledge straight from the source, from the background of the SD Worx social secretariat. Continued advice, even after the training After the course has ended, for a period of 3 months (Monday to Friday) you will be able to contact a hotline for assistance. Should a particular part of the course not be entirely clear, you can request advice by telephone from a consultant.


Day 1: A new employee


Pre-contractual phase

  • Vacancy, job interview, use of language in the employment relationship, medical examinations, induction

Contractual phase

  • What is an employment contract.
    • Categorisation by type: white-collar worker, blue-collar worker, student and sales representative
    • Categorisation by duration: temporary, permanent and replacement contracts
  • Temporary workers
  • Trial period and other provisos (educational proviso, competition proviso)
  • Employer’s obligations: induction


  • Purpose of HRM: the four roles of Ulrich
  • HR policy: mission, vision and strategy, SWOT analysis
  • HR Balanced scorecard
  • Trends in HR: appreciative inquiry, the new way of working, engagement
  • Recruitment process: preparation, recruitment, applications, selection, contract
  • The induction of a new employee

Day 2: Absences


Contractual phase

  • Employer’s obligations: Dimona, employment regulations, individual account
  • Suspension of the employment contract
  • Time credit
    • 100%, 50%, 1/5
    • Leave entitlement
    • Interruption benefit complying with Di Rupo I and Flemish incentive premiums
    • 5% threshold, deferment, cancellation, application
  • Temporary unemployment of blue-collar workers and economic unemployment of white-collar workers since 1 January 2012
  • Educational leave
  • Accidents at work and occupational disease
  • Parental leave
    • pregnancy examinations, paternity leave, preventive leave, breastfeeding breaks
    • maternity leave

Day 3: Absences and absenteeism policy


  • Interrupted working day 
  • Sickness and accidents
  • Adoption leave 
  • Foster parent leave
  • Short leave, compassionate leave, authorised absences
  • Concurrent absences


  • Motivation of the employees: 
    • Maslow, Herzberg pyramid
    • Empowerment,
    • Motivation survey and motivation types
  • Absenteeism policy
    • Description, types and causes (iceberg phenomenon)
    • Measuring absenteeism – costs resulting from absenteeism
    • Perspective on absenteeism – possible resistance
    • Crossover from absenteeism policy - the role of HR and manager

Day 4: The wage

Earnings tax

  • Minimum and maximum wage
  • Indexing
  • NSSO and special social security contributions
  • Withholding tax:
    • Standard deductions: calculation variables such as income, marital status, dependent children, group insurance, overtime, concessionary travel
    • Exceptional deductions: calculation variables
  • Other wage components: refund of expenses, benefits in kind (company car from 1 January 2012, mobile phone, PC) meal vouchers, eco cheques, year-end bonus 
  • Work-life balance, flexi income plan


  • Competence management
    • What is a competency and types of competencies
    • Creating competency profiles and competencies
    • Wage policy
  • Remuneration policy
    • Equitable remuneration
    • Developing a remuneration policy
  • Job descriptions
    • Why? How?
    • Pitfalls
    • Job evaluation and classification

Day 5: Annual leave


  • Annual leave of full-time and part-time employees
  • Explanation of European holidays
  • Holiday pay of full-time and part-time employees (European holidays)
  • Creating and settling holiday certificates for change of employer
  • Youth holidays and seniors holidays
  • Taking holidays


  • Training and education 
    • Training policy: definition, components, objectives, plan of approach
    • 8 field model
    • Guiding questions and practical matters
    • Trends
  • Personal Development

Day 6: Flexibility and working hours


  • Working hours
    • Working hours and overtime
    • Working on Sundays
    • Working on public holidays
    • Part-time employees
  • Recruitment measures
    • Structural cost reduction
    • Target group reduction: older and young employees, long-term unemployed from 1 January 2012, etc.
  • Bonuses


  • Performance management
    • Core activity
    • Conditions
    • The cycle: smart objectives, planning interview, performance interview, evaluation interview
    • Interview techniques and giving feedback

Day 7: Termination of employment and assistance measures


  • Termination, taking account of the new rules of dismissal from 1 January 2012
  • Redundancy payment of blue-collar workers
  • Terminating permanent and temporary contracts
  • Compelling grounds
  • Outplacement
  • Bridging pension, taking account of the new Di Rupo I regulations
  • Retirement, taking account of the new Di Rupo I regulations


  • Outflow policy
  • Resignation
  • Dismissal/redundancy
  • Structure of a dismissal/redundancy interview
  • Collective redundancy

Day 8: Participation in the company


  • Works Council
    • Which industries are required to set up a Works Council
    • Operation
    • Authorisations
  • Committee for prevention and protection at work 
    • Which industries are required to set up a CPPW
    • Operation
    • Authorisations
  • Union representation
    • Which industries are required to set up union representation
    • Operation
    • Authorisations


  • The social dialogue within the company 
  • Negotiation tips


€ 3300 Customers:
€ 3400