As a broker, we take the provision of timely and accurate information about regulatory changes to our corporate clients very seriously. This autumn, for example, we twice held a seminar on ‘The impact of the increase of the statutory guaranteed return (WAP) on supplementary pension plans for companies’. Our colleagues shared interesting insights and practical tips with the many attendees.
The WAP guarantee will rise from 1.75% to 2.50% on 1 January 2025 – a change that will affect your organisation. How can you ensure that your employees’ supplementary pension plan remains optimal in the future? We took a deep dive into this issue during the seminar, covering points such as:
Are you the victim of an accident resulting in physical injury for which someone else is liable? If so, you are entitled to compensation. Thanks to the new 2024 Indicative Table, compensation for such injuries is now considerably higher. What’s changed and what does it mean? Find out below.
Increasing numbers of people on long-term sick leave and persistent labour market shortages have put the subject of incapacity for work high on the agenda. During a recent symposium, Lode Godderis, Professor of Occupational Medicine at KU Leuven and CEO of IDEWE, shared his insights into this complex challenge. He put this fundamental question to those present: are we addressing this growing problem the right way?
More than 500,000 Belgians are on long-term sick leave – and the number continues to grow by 5.5% every year. The impact on our social security system and on employers is significant. But there’s good news: the federal coalition agreement for 2025-2029 includes a definite commitment to change this. With a strong focus on prevention, faster reintegration and shared responsibility, government policy is shifting from a reactive to a proactive approach.
As an employer with activities in multiple countries, you want your employees to enjoy the same quality of healthcare and insurance wherever they are in the world. The challenge lies in managing employee benefits packages efficiently in a way that’s both compliant with local legislation and consistent with your global HR strategy. So how can you turn your international approach into an asset in the war for talent? And how can Vanbreda Risk & Benefits help you to do so?