WHAT IS OUR POSITION ?
Companies need people with the right skills and competences at the right time at the right costs. The required flexibility increases in a market undergoing rapid changes. The time when people worked all their lives at the same company is gone.
Legislation should be adapted to enable the evolution from “a job for life” to “a career consisting of various approaches”.
- For example, removing the distinction between blue-collar and white-collar employees.
- For example, working on various ways to work for various companies at the same time or at different times, through outsourcing, co-sourcing and employer associations.
- For example, implementing creative ways to hire the self-employed.
We live longer and thus will have to work on to a later age. The traditional model whereby we earn more as we grow older no longer applies. We have to move on to a model whereby we earn more or less at various times in our career, depending on our choices and the labour market evolution.
In short, we need more flexible rules and procedures which allow everyone to decide on their own careers. The flexibilisation is good for both companies and people.
WHAT ARE OUR CONCRETE RECOMMENDATIONS ?
- Sustainable employability: supply (para)fiscal government support for industry and company initiatives that encourage working to a higher age.
- More agile labour organisation: rethink legislation regarding working hours.
- Flexibilisation of the labour market: encourage the labour reserve and activate the unemployed.
- Prevent that the transposition of the Directive on the posting of workers in Belgium creates a threshold for the free movement of services and the ability to quickly work with specialised employees.
- Develop a new freelancer statute.
- Relax rules on existing employment types or implement new employment types (outsourcing, co-sourcing, employers’ groups).