BLUE FLASH 07/2026

RIT 3.0: Emphasis on faster reintegration and prevention

Effective January 1, 2026, new rules apply regarding the reintegration of employees on long-term sick leave (RIT 3.0). The emphasis is on prevention, early intervention, and enhanced contact during the absence.

Main changes:

• Employees can request adjustments to their work schedule earlier in order to prevent absenteeism.

• Employers must maintain active contact with sick employees.

• More possibilities for informal reintegration , subject to the employee's agreement.

• Faster start of reintegration procedures (no more 3-month waiting period)

• Mandatory assessment of work potential after 8 weeks of sick leave

• Employers (20+) must start a program no later than 6 months later (with penalties).

• Improved collaboration between doctors via the TRIO platform

• Shorter waiting period in case of medical force majeure (from 9 to 6 months)

  
  

👉 Objective: to limit long-term absences and accelerate the return to work.

Important note: While the RIT 3.0 program prioritizes faster reintegration, there is a risk of increased pressure on sick employees. Early monitoring and mandatory pathways must not lead to reintegration at the expense of recovery. It is essential to remain vigilant to ensure that well-being and voluntary participation remain central to the process.

ING Works Council: no agreement has been reached on the amendment of the internal regulations.

Amendments to the internal regulations have been proposed to the works council (articles 14 and 17), including a reduction in the number of days of unauthorized sick leave and new rules concerning contact with employees on long-term sick leave.

SYNOVA advocated for clear, written agreements regarding long-term sick leave, specifically outlining consent procedures, contact frequency, and the designated contact person. This was intended to protect both employees and managers. Despite support from other union factions, the employer refused.

Due to a lack of concessions and persistent uncertainties regarding further adjustments, the proposed changes were not approved.

Management announced that it would implement the new communication policy starting July 1st.

👉 SYNOVA emphasizes that contact with employees on long-term sick leave is important, but only according to their conditions and with sufficient guarantees in labor regulations.

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PC 310 salary indexation effective July 1, 2026

From July 1, 2026, salaries in the PC 310 zone will be indexed at a rate of 0.52% . However, due to the application of the index in cents, this increase is limited for the highest salaries.

• Employees whose gross monthly salary does not exceed 4,000 euros benefit from the full indexation of 0.52%.

• For salaries above 4,000 euros, only the portion less than or equal to 4,000 euros is indexed.

• For part-time employees, this limit is calculated proportionally to the work schedule.

Automatic indexation remains an important tool for protecting employees' purchasing power against rising costs.

SYNOVA remains determined to preserve this system.

📌 Questions about the impact of indexation on your salary? Contact your union representative or your local SYNOVA office.

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Right to disconnect: holidays are real holidays

Holidays are supposed to be a time to relax, recharge, and disconnect from work. Yet, many people remain contactable for work-related reasons during their time off. This undermines the very purpose of holidays and leads to stress and decreased productivity. The right to disconnect—the right not to be reachable outside of working hours—is therefore becoming increasingly important. This article explains why holidays should be a true holiday and how the right to disconnect contributes to this.

What does the right to disconnect mean?

The right to disconnect means that employees are not required to respond to emails, phone calls, or messages outside of working hours. This right protects personal time and guarantees a separation between professional and private life. In Belgium and other European countries, awareness of this right is growing, particularly due to the rise of teleworking and digital communications.

Why is this right necessary?

• Preventing burnout

Being constantly available increases stress and can lead to burnout. Holidays should actually be an opportunity to recharge.

• Improving work-life balance

By setting clear boundaries, employees can better relax and enjoy their free time.

• Increase productivity

Employees who manage to truly disconnect return with more energy and focus.

What do good holidays look like?

During your holidays, you have the right to be completely disconnected. In Belgium, since 2022, the law stipulates that employees must not be reachable outside of working hours, and employers (with 20 or more employees) are required to implement clear agreements on this matter.

A good holiday involves a complete disconnection from work. This means not only getting away physically, but also recharging mentally.

Here are some practical tips to achieve this:

• Clearly define expectations.

Inform your colleagues and superiors that you will be unavailable during your vacation.

• Configure automatic email replies

Please inform us of your absence and your return date.

• Turn off the work equipment

Turn off your work phone and laptop or leave them at home.

• Plan some relaxing activities

Choose activities that help you relax, such as walking, reading, or spending time with family.

In summary:

👉 Clearly indicate your absence and set up an automatic out-of-office reply.

👉 Turn off notifications and work devices

👉 As an employer, actively respect this right.

📌 Union council: Accessibility problems during the holidays?

Contact your representative.

We wish you a well-deserved holiday.

Your SYNOVA team at ING