Belgian guy here. Nice video, and at times very recognisable! About the holiday pay: the double payment has to do with the way Belgian holidays are accrued. As you correctly said, in Belgium employees accrue their holidays of a given year (= holiday year) on the basis of their employment in the previous year (= holiday accrual year). So the reason why your previous employer needs to pay this holiday pay instead of your new employer is because this pay relates to work you performed when you were still in your previous employer's service. It would be odd if your new employer had to pay holiday pay for work performed at a point in time when you weren't his employee yet. Imagine you leave your employer A on 31 May 2023 and enter into employer B's service on 1 June 2023: 1. In 2022, you worked for employer A during the full year, so all of your 2023 holiday must also be paid by employer A. 2. In 2023, you worked for employer A during the first 6 months of the year, and for employer B during the remaining 6 months. Consequently, 50% of your 2024 holiday pay must be paid by employer A and the other 50% by employer B. FYI: you can also resign by simply handing over a letter to your employer in person and have him sign the thing to acknowledge receipt. No need for a registered letter. A registered letter is only required when it's the employer who dismisses the employee with a notice period to be worked. If the dismissal is effective immediately and severance pay in lieu, a letter handed over to the employee personally is sufficient. 😉
In Uk you start to work and you already can take holidays, so basically if you take holidays in March and after you resign in April and you took too many holidays they will be deducted from your last salary job done easy, instead of moving them to next year etc etc so complicated for nothing
@@loryteck I have same system in my country too. Belgium is just weird, this looks really hellish from an HR perspective, but I do understand that here where I live, getting holidays from first day of year is also an agreed benefit and they can't really claim it back if you quit within 6 month but used all your holidays. I haven't experienced this yet as I haven't quit my job for another, but this is what my sister told me she works in HR and generally they don't cut off your excess prorated holidays from your last paycheck. Sick leaves on the other hand are indeed deducted if your prorated turns out to be excess.
In your next videos, could you may be please talk about the conditions which are different for the Non-EU expats as well? Thank you for your informative video
As a Belgian citizen and a student you are doing a great job at informing immigrants and young Belgians. Super bezig 🎉
Thanks so much for sharing your experience in Belgium especially that of Antwerp, the Flemish region. Very informative video.
Thanks so much for the kind words, I am happy you found it useful!
Just to notice, the jobbonus is not for everybody who has a job, only for the lower wages.
Brussels is the best European city ever. I definitely love it.
Belgian guy here. Nice video, and at times very recognisable!
About the holiday pay: the double payment has to do with the way Belgian holidays are accrued. As you correctly said, in Belgium employees accrue their holidays of a given year (= holiday year) on the basis of their employment in the previous year (= holiday accrual year).
So the reason why your previous employer needs to pay this holiday pay instead of your new employer is because this pay relates to work you performed when you were still in your previous employer's service. It would be odd if your new employer had to pay holiday pay for work performed at a point in time when you weren't his employee yet.
Imagine you leave your employer A on 31 May 2023 and enter into employer B's service on 1 June 2023:
1. In 2022, you worked for employer A during the full year, so all of your 2023 holiday must also be paid by employer A.
2. In 2023, you worked for employer A during the first 6 months of the year, and for employer B during the remaining 6 months. Consequently, 50% of your 2024 holiday pay must be paid by employer A and the other 50% by employer B.
FYI: you can also resign by simply handing over a letter to your employer in person and have him sign the thing to acknowledge receipt. No need for a registered letter. A registered letter is only required when it's the employer who dismisses the employee with a notice period to be worked. If the dismissal is effective immediately and severance pay in lieu, a letter handed over to the employee personally is sufficient. 😉
I see, thanks so much for the explanation! Indeed it makes more sense now 😊
In Uk you start to work and you already can take holidays, so basically if you take holidays in March and after you resign in April and you took too many holidays they will be deducted from your last salary job done easy, instead of moving them to next year etc etc so complicated for nothing
@@loryteck I have same system in my country too. Belgium is just weird, this looks really hellish from an HR perspective, but I do understand that here where I live, getting holidays from first day of year is also an agreed benefit and they can't really claim it back if you quit within 6 month but used all your holidays. I haven't experienced this yet as I haven't quit my job for another, but this is what my sister told me she works in HR and generally they don't cut off your excess prorated holidays from your last paycheck. Sick leaves on the other hand are indeed deducted if your prorated turns out to be excess.
In your next videos, could you may be please talk about the conditions which are different for the Non-EU expats as well?
Thank you for your informative video
"bedienden" are employees and "arbeiders" are labourers.
Thanks for sharing knowledge’s about belgium. I want to know about the future of child in belgium and how to give support for children.
Thanks for the suggestion, that's a very interesting topic! I will do some research on it, stay tuned for the video! ☺
@@TheTruthAboutMigration Thank you 😍