Blue Flash 09/2025

ACLVB - CGSLB
Sep 19
6 min read

Mobility Week (16-22 September)
Summer Agreement: ACLVB calls for real social dialogue
Why a four-day workweek is becoming increasingly attractive in Belgium
Union premium
Sector News - Indexation
Retail: “business evolution” in the agencies of the Center and South zones
Did you know? Sick during your vacation?
Holiday planner
Our new website is coming soon!

Mobility Week (16-22 September)

ACLVB-CGSLB is concerned about the impact of increasing mobility problems on the well-being of employees and the environment. One of the nine priorities we have set for ourselves as a trade union by 2025 is therefore to make mobility policy more sustainable. While everyone must retain the freedom to choose how they travel, measures must be taken to promote sustainable transport methods financially and fiscally. By 2025, more government investments must also be made to strengthen public transport infrastructure. Specifically, we are working to achieve following policy proposals (dutch version) :

Summer Agreement: ACLVB calls for real social dialogue

The De Wever government is implementing sweeping reforms in the labor market through the summer agreement. Some notable measures include:

• Night work relaxed: the general ban on night work will be lifted. In e-commerce and logistics, the "night work" premium will now only apply between midnight and 5 a.m.

• Voluntary overtime: up to 240 hours per year tax-free (360 hours in the catering industry).

• Limited notice period: from 2026 a maximum of 1 year for new contracts, but the effect will only be in the long term.

• No more minimum duration: employers no longer have to guarantee a minimum number of hours when hiring.

• Landing strips relaxed: conditions relaxed for older workers and women to work part-time while retaining pay.

• Stricter access to early retirement: the number and type of days you must work per year to be eligible for an early retirement will be changed.

• Reduction of the gross pension amount when taking early retirement: those who cannot demonstrate sufficient working days in their career will see their gross pension amount reduced.

These reforms make it easier for employers to employ flexible staff, but raise questions about job security and social protection. ACLVB-CGSLB is closely monitoring the situation and is doing everything it can to protect employees as much as possible against ill-considered government measures.

Why a four-day workweek is becoming increasingly attractive in Belgium

The four-day workweek—where employees spread their full-time hours over four days—is gaining ground in Belgium. This modern work model offers numerous advantages for both employees and employers, provided it's well-organized.

What are the benefits for employees?

1. Better work-life balance

An extra day off per week gives employees more time for family, hobbies, and relaxation. This contributes to a healthier lifestyle and less stress.

2. Higher productivity

According to research by TDC Group, employees can work more efficiently when they have less time to complete their tasks. Fewer hours doesn't necessarily mean less output.

3. Less stress and burnout

A shorter work week reduces workload, which can significantly reduce the risk of burnout.

4. Time for personal development

The extra day off can be used for training, volunteer work or other personal goals.

5. More flexibility

Employees are given more autonomy in how they organize their work, which increases their motivation and satisfaction.

What are the benefits for employers?

1. More attractive as an employer

Companies that offer a four-day workweek position themselves as progressive and people-oriented – an asset in a tight labor market.

2. Less absenteeism

A better balance and lower workload ensure healthier employees and fewer absences.

3. Lower operating costs

Fewer working days can lead to savings on energy, transportation and other overhead costs.

4. More efficient division of labor

The shortened week encourages a redistribution of tasks, which can improve collaboration and efficiency within teams.

5. Positive impact on the environment

Less commuting means a smaller ecological footprint, an added benefit for companies with sustainability ambitions.

While the four-day workweek offers many advantages, it's not suitable for every sector or role. Good planning and clear agreements are crucial for successful implementation.

Both the four-day week and the alternating week schedule must be requested in advance in writing for a period of up to six months, which can be extended. The employer may refuse the request, but must justify this refusal in writing.

At ACLVB-CGSLB, we have repeatedly urged management to implement this arrangement at ING Belgium. ING remains opposed to implementing this model, arguing that it doesn't fit its current business model. We remain persistent and hope to achieve results in further negotiations.

Union premium

What are the conditions for receiving a union premium?
What do you need to do to receive your union premium?
What is the amount of the union premium?
When is the union premium paid?

You can find all information about your union premium here (dutch version)

Sector news

Good news! Wages in your sector will be indexed this month. The wage increase will be 0.11%, effective September 1, 2025.

The index is determined by the price movements of approximately 1,000 commonly used products and services. Adjusting wages to the index is not regulated by law, but rather through sectoral agreements. Therefore, indexation is not implemented simultaneously in every sector.

For ACLVB-CGSLB, adjusting wages to price increases through automatic indexation is an absolute priority .

Retail: “business evolution” in the agencies of the Center and South zones

During the Works Council meeting of June 19, the Retail management presented its new restructuring plan with the proposal to cut 16 Financial Expert jobs, 8 in the Center and 8 in the South.

This was a shocking decision for several reasons, to which ACLVB responded strongly and was the first to approach management.

For years, these branch employees have been constantly pressured, questioned, forced to reapply for positions, change teams and branches, and even take exams to advance their careers.

Many of them have also lost their commercial specialization diploma.

Meanwhile, ING is compensating for current shortcomings by regularly hiring students ("Beegos") and external employees to form "Mobile Teams." And that's just the tip of the iceberg: there's already a shortage of permanent staff in the branches to handle the influx of customers and the sales targets.

The timing is also particularly bad. The entire summer, from July to the end of September, right in the middle of the holiday season. And right in the middle of a crucial commercial period for the bank, with deadlines for various campaigns!

The reasons given by management: fewer customer visits, more online transactions. A trend calculated over just two quarters and only in the mornings. This completely disregards the fact that many online transactions are conducted with the assistance of branch employees!

All the better for the employees who seize the opportunity to transfer. But what happens to the crew members who must remain on deck, even as their numbers steadily decline due to career changes, retirements, and extended absences?

Did you know? Sick during your vacation?

Since January 1, 2024, amended legislation regarding annual vacation days has been in effect. If you, as an employee, become ill during your statutory vacation, you can now recover those days at another time during the year. These vacation days will then be converted into sick days with guaranteed pay.

Note: this only applies to statutory vacation days (including collective leave) , and this conversion of vacation days into sick days is only valid if you submit a medical certificate to your employer (as soon as possible) .

You can use the ' model medical certificate ' that the federal government has specially designed for this purpose.

Using this model is not mandatory; you can also submit another medical certificate to your employer.

Using the standard model does have one significant advantage! If you submit this model to your employer, it will automatically transfer your statutory vacation days to another time during the year. If you use a different model medical certificate, you must explicitly indicate that you wish to transfer your statutory vacation days.

However, the social partners have requested some adjustments to the standard model, such as adding a few languages in case you become ill abroad and end up seeing a doctor who speaks a different language. The social partners have also requested that this model certificate be published on the websites of the National Institute for Health and Disability Insurance (RIZIV) and the Federal Public Service Employment, Employment and Social Dialogue (FPS), as well as on the websites of the health insurance funds.

Holiday planner

Our new website is coming soon!

Our new website is coming soon!

Over the past few months, we've been working hard on a complete overhaul of our website. We were inspired by the many suggestions and comments we received from our members and subscribers – thank you!

What can you expect?