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Salary ceilings are fixed for the implementation of certain
stipulations of the law of 3 July 1978 concerning the employment
contracts. On 1 January of each year these amounts are adapted in
consideration of the evolution of the salaries.
The principle of the annual adaptation of the salary ceilings
for the implementation of the law of 3 July 1978 concerning the
employment contracts is laid down in article 131 of the law.
Accordingly, the salary ceilings are adapted annually, as from 1
January, in consideration of the evolution of the salaries, taking
into consideration not only the indexation of the salaries, but
also other increases, as may have been provided for in the
collective labour agreements for the various business sectors.
As from 1 January 2012, the salary ceilings will be adapted as
follows:
the first ceiling of EUR 30,535 becomes EUR 31,467;
the second ceiling of EUR 36,604 becomes EUR 37,721;
the third ceiling of EUR 61,071 becomes EUR 62,934.
The salary ceiling of EUR 31,467 is relevant in connection with
:
the possibility to include a schooling clause in the employment
contract (art. 22bis);
the possibility to provide for a non-compete obligation in the
employment contract (art. 104 for commercial representatives and
art. 65 for the other employees);
the applicability of the legal minimum notice period to be
respected by the employer towards white-collar workers (art.
82);
the determination of the length of the notice period to be
respected by the white-collar workers (art. 82);
the determination of the length of the counter notice to be
respected by the white-collar workers (art. 82);
the right of the white-collar workers to absence during the
notice period (art. 85).
Depending on whether the annual gross remuneration is lower or
higher than the second salary ceiling in the amount of EUR 37,721
the maximum duration of the probation period for white-collar
workers is respectively 6 and 12 months (art. 67).
The third salary ceiling of EUR 62,934 is relevant in connection
with :
the possibility to include a non-compete obligation in the
employment contract (art. 65);
the possibility to provide for an arbitration clause in the
employment contract (art. 69);
the possibility to agree at the time of hiring on the length of
the notice period to be respected by the employer (art. 82);
the determination of the maximum notice period to be respected
by the white-collar workers (art. 82); and
the determination of the maximum duration of the counter notice
by white-collar workers (art. 84).
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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