Blue Flash 05/2025

CGSLB
4 days ago
5 min read

Industry News

Good news! There is pay indexation in your sector this month. The pay rise is 0.70% from 1 May 2025.

In CP 310, there are 4 employee categories and 3 management scales.

The minimum salary scale is set at the industry level. Any company is free to pay more. Your salary depends on the category in which your position is classified and your experience in the position.

If there is a salary scale in your company, it can never be lower than the sectoral salary scales.

Here is a preview attached.

Language legislation

Laws of July 18, 1966 on the use of languages in administrative matters

Article 52

§ 1

For acts and documents prescribed by laws and regulations as well as for those intended for their staff, private industrial, commercial and financial companies must use the language of the area where their operating headquarters or their various operating headquarters are located.

In Brussels-Capital, companies provide these documents in Dutch when they are intended for Dutch-speaking staff and in French when they are intended for French-speaking staff.

§ 2

Without prejudice to the obligations imposed on them by § 1, the same companies may attach to messages, communications, documents, certificates and forms intended for staff a translation into one or more languages, if the composition of this staff justifies it.

Written communication with employees also includes, for example, warning signs, notices, and manuals. We have already asked HR to make the necessary adjustments.

The judiciary is responsible for overseeing language legislation in the business world. There is also the Standing Committee for Language Oversight.

Support in employment and disability:

Everyone deserves a place in the job market, including those facing health problems or work limitations. However, work is possible, provided it is properly supported. In Wallonia, there are work support measures managed by AVIQ .

in Flanders work support measures under the title Individueel Maatwerk (IMW).

This measure provides tailored assistance to both the worker and the employer.

The support consists of a job coach who:

encourages proactive management of difficulties that may arise.
is available to intervene quickly in the event of difficulty.
develops concrete interventions adapted to needs.
seeks the satisfaction of all: the disabled worker, his colleagues and the employer.
can mobilize financial support.

Within the "Social Laws" committee (a sub-body of the Works Council), we asked how the support tools can contribute to better supporting employees with disabilities. We also discussed how to optimize this support in the future. By offering tailor-made solutions, such as ergonomic adaptations, adapted working hours, technical aids, or workplace support, we can ensure that they, too, can fully develop their talents and remain employed for the long term.

Are you interested?

Would you like support in managing disability in the workplace?

Contact one of the 14 services active in Wallonia

In Flanders :Contact VDAB to have your work disability recognised and discuss tailored support.

Profit Sharing 2026… Did you know?

Management, supported by some other unions, recently announced a major change in the profit-sharing bonus, which is typically paid out at the end of April.

What’s changing? As of 2026, 25% of this bonus will be based on the Net Promoter Score (NPS) Retail.

But what does that mean in practice? It means that most of us will have no control over a large part of this bonus. The entire responsibility now falls on our colleagues in Retail, who are already under heavy pressure:

Increasing pressure on our Retail colleagues:

🎯 Unrealistic commercial targets, in some cases tripled over two years, and far from SMART.
🕐 60% of their time spent on administration, leaving only 40% for actual client work.
📅 An excess of meetings: workshops, alignments, coaching sessions, reporting, feedback…
🎓 Mandatory trainings, some of which are unnecessary for experienced professionals.
📧 A flood of “motivational” emails that only add to mental load.
👥 15 client meetings a week, often taken over by unresolved digital issues.
🖥️ Delays and bugs in tools and systems, making the job harder.
📂 Constantly changing procedures, extra documentation, KYC files, mandate updates, Salesforce reporting...

Is this still FairPlay?

That’s the real question. Is it fair to make a collective bonus depend on a small group already at breaking point? Is this how we recognize everyone’s efforts? Is this how we reward collective performance?

We call for a review of this calculation model.

We stand with our Retail colleagues.

We demand a fair, transparent and controllable bonus for all.

Together, let’s demand a just and respectful profit-sharing system.

Time to address a real root cause of workplace distress:

information fatigue

HR identifies several psychosocial risks at work, but one is often overlooked: information overload.

Endless emails, meetings, notifications, Teams chats, phone calls… This constant flow creates mental strain, permanent stress, and emotional fatigue, leading to reduced focus and disengagement.

In a culture where visibility has become a goal, everyone feels pressured to be constantly online, active, and communicative – often at the cost of mental health and true productivity.

We call for:

recognition of information fatigue as a professional risk,
clear guidelines and limits on digital communication,
effective monitoring to reduce this daily overload.

📌 A 2023 study by the Fondation Jean-Jaurès (France) found that 1 in 4 workers suffers from it, resulting in stress, anxiety, loss of motivation, and even burnout.

We are already going to put it on the agenda at next CPPT whether we can come up with initiatives and measures together with the other social partners and management to tackle this problem

Give me 10 reasons to become a member of ACLVB/CGSLB

Our mission : We provide social protection for employees and social security beneficiaries.

Our values : Freedom, responsibility, tolerance and solidarity are the four values that guide us in our (daily) work.

Our vision : Everyone should have the opportunity to develop and improve their personal situation by being able to make as many choices as possible. We contribute to the personal development of our members through training, expertise, and fast, accessible, and personalized service.

As a liberal union, we don't dictate choices, but rather provide ideas and solutions to members, activists, and representatives. We do all this with political independence.

Here are 10 benefits of becoming a member of the ACLVB/CGSLB:

Personalized Service : At ACLVB/CGSLB, you're not a number. You'll receive personalized advice and guidance on salaries, taxes, pensions, health, disability, and more.
Fast Payments : Unemployment benefits and other benefits are paid quickly and accurately.
Legal assistance : In the event of conflicts or dismissal, you will benefit from professional legal support.
Union Dues : In many industries, you may be eligible for union dues, making your membership even more beneficial.
Exclusive discounts : Enjoy discounts of up to 35% at nearly 400 partner stores and 600 offers at 2,500 points of sale in Belgium.
Career Assessments : Get professional advice on your career and the direction you should take.
Holiday homes : Enjoy a well-deserved rest in ACLVB holiday centers at attractive prices.
Solidarity bonuses : Receive bonuses on special occasions such as birth, adoption, marriage and cohabitation.
For students, membership is completely free and you also benefit from many specific advantages: free legal assistance for student work, information on youth holidays, vacation work, scholarships, studying abroad, ... and cheaper travel and shopping.
Strong social dialogue : the ACLVB represents employees at all levels of social dialogue, fights for better social benefits and protects your purchasing power.