Próifíl tíre an tsaoil oibre don Bheilg
Déanann an phróifíl seo cur síos ar phríomhthréithe an tsaoil oibre sa Bheilg. Tá sé mar aidhm aige an fhaisnéis chúlra ábhartha a sholáthar maidir leis na struchtúir, na hinstitiúidí, na gníomhaithe agus na rialacháin ábhartha maidir leis an saol oibre.
Áirítear leis sin táscairí, sonraí agus córais rialála maidir leis na gnéithe seo a leanas: gníomhaithe agus institiúidí, caidreamh fostaíochta comhchoiteann agus aonair, sláinte agus folláine, pá, am oibre, scileanna agus oiliúint, agus comhionannas agus neamh-idirdhealú ag an obair. Déantar na próifílí a nuashonrú go córasach gach dhá bhliain.
Tagraíonn 'caidreamh fostaíochta aonair' don chaidreamh idir an t-oibrí aonair agus a bhfostóir. Tá an caidreamh seo múnlaithe ag rialáil dhlíthiúil agus ag torthaí na caibidlíochta comhpháirtithe sóisialta maidir le téarmaí agus coinníollacha a rialaíonn an caidreamh fostaíochta. Breathnaíonn an rannán seo ar thús agus ar fhoirceannadh an chaidrimh fostaíochta agus ar theidlíochtaí agus oibleagáidí sa Bheilg.
Ceanglais maidir le conradh fostaíochta
Éilíonn conradh fostaíochta toiliú an dá pháirtí agus a gcomhaontú maidir le nádúr an chonartha, pá agus nádúr na hoibre. Caithfidh an t-oibrí a bheith 18 mbliana d'aois nó os a chionn; Seachas sin, ní mór don chonradh a bheith údaraithe ag a dtuismitheoirí/caomhnóirí. Is é 15 bliana d'aois oibre íosta. Tá saoirse ag an dá pháirtí comhaontú a dhéanamh ar an bpá ar choinníoll nach lú é ná an pá íosta atá socraithe le comhaontuithe comhchoiteanna earnála. Caithfidh an conradh fostaíochta am oibre reachtúil a urramú freisin.
Ní gá conarthaí oscailte a scríobh, agus ní mór conarthaí ar théarma seasta a scríobh agus ní mór dóibh dáta deiridh an chonartha a shonrú.
Cuimsíonn Comhaontú Comhchoiteann Uimh. 38 an 6 Nollaig 1983 roinnt ceanglas maidir le hoibrithe a earcú agus a roghnú, amhail maidir le heaspa idirdhealaithe agus maidir leis an gcaoi ar féidir faisnéis phríobháideach nó rúnda a láimhseáil.
Nósanna imeachta dífhostú agus foirceanta
Tá trí nós imeachta foirceanta aontaobhacha ann, mar seo a leanas.
Is féidir leis an bhfostóir nó leis an bhfostaí an conradh a fhoirceannadh le fógra.
Is féidir leis an dá pháirtí an conradh a fhoirceannadh gan fógra ar fhorais a bhfuil tábhacht mhór leo.
Is féidir leis an dá pháirtí an conradh a fhoirceannadh gan fógra agus gan forais a bhfuil tábhacht mhór leo ach ar shlánaíocht chúitimh a íoc.
Tá dífhostú teoranta freisin sna cásanna seo a leanas.
Ní féidir oibrithe a dhífhostú le linn na chéad sé mhí de shaoire bhreoiteachta.
Le linn toirchis: bíonn cosaint i gcoinne dífhostú do mhná torracha bailí a luaithe a chuirtear an fostóir ar an eolas faoin toircheas agus go dtí deireadh na chéad mhí tar éis dheireadh na saoire mháithreachais. Údaraítear dífhostú nuair a bhíonn cúiseanna eile seachas an toircheas mar gheall ar an dífhostú.
Ní féidir ionadaithe fostaithe a dhífhostú ach amháin ar fhorais a bhfuil tábhacht mhór leo nó ar chúiseanna eacnamaíocha nó teicniúla.
Saoire thuismitheora, mháithreachais agus atharthachta
Leagtar amach i ndlíthe na Beilge forálacha maidir le saoire thuismitheora, mháithreachais agus saoire atharthachta. Tá saoire atharthachta i bhfad níos giorra ná saoire mháithreachais; áfach, méadaíodh é le déanaí (amhail an 1 Eanáir 2023) go 20 lá.
Socruithe saoire reachtúla
Maternity leave | |
Maximum duration | Maternity leave can begin a maximum of six weeks before the expected date of the birth (leave before the birth is the prenatal leave, which can be extended to eight weeks in the case of a multiple birth). Five of these six weeks are optional and can be carried over to the postnatal leave. Only the week before the expected birth date is regarded as mandatory leave. After the birth, postnatal leave is a minimum of 9 weeks and a maximum of 17 weeks (if time is carried over from the prenatal leave). This postnatal leave can be extended to 19 weeks in the case of a multiple birth. Other extension mechanisms exist for particular cases. |
Reimbursement | During the maternity leave, the employee’s income is paid by the mutual insurance system. For the first 30 days, the amount is based on 82% of the gross salary with no upper threshold. Afterwards, the amount cannot exceed 75% of the gross salary. In the public sector, the full salary is paid for the entire duration of maternity leave. |
Who pays? | The insurance committee of the National Sickness and Disability Insurance Institute (Institut national d’assurance maladie-invalidité/Rijksinstituut voor zieke- en invaliditeitsverzekering, INAMI/RIZIV) is responsible for paying maternity leave allowance. In many cases, mutual funds play an intermediary role in the payment of maternity leave allowance. |
Legal basis | Articles 111–117 of the Consolidated Act of 14 July 1994 concerning the healthcare and sickness insurance scheme. |
Parental leave | |
Maximum duration | Parental leave is a temporary reduction of working time by a fifth or half, or not working for four months, before the child is 12 years old (21 for disabled children). |
Reimbursement | Reduction of working time by half: €299.03 per month (gross without seniority years). Reduction of working time by a fifth: €192.62 per month for cohabiting parents (gross without seniority), €254.13–260.23 per month for single parents (depending on number of children). Temporary break of work (4 months): €598.08 per month (gross without seniority). |
Who pays? | The salary is replaced by benefits from the National Office of Employment (Office national de l’Emploi/ Rijksdienst voor Arbeidsvoorziening, ONE/RVA). |
Legal basis | Royal Decree of 29 October 1997 on parental leave, modified by several royal decrees in 1998, 1999, 2002, 2005 and 2012. |
Paternity leave | |
Maximum duration | Paternity leave is 20 days during the first four months after the birth. |
Reimbursement | For the first three days, there is no change in salary. For the remaining seventeen days, the mutual fund pays 82% of the usual gross salary. |
Who pays? | The insurance committee of INAMI/RIZIV is in charge of paternity leave allowance. In many cases, mutual funds play an intermediary role by paying paternity leave allowance. |
Legal basis | Article 30 of Law of 3 July 1978. |
Saoire bhreoiteachta
Tá sé de cheart ag gach oibrí nó duine dífhostaithe, is cuma cén aois atá acu, atá tinn go sealadach nó faoi mhíchumas sochair bhreoiteachta nó sochair mhíchumais a fháil. Athraíonn méid na sochar breoiteachta de réir an ghnáthpháiste, fad na breoiteachta agus cibé an bhfuil aon chleithiúnaithe ag an bhfostaí. I gcás daoine féinfhostaithe, is méid seasta é.
Tá leibhéal na sochar iníoctha difriúil d'oibrithe gorm, oibrithe coiléar bán agus daoine dífhostaithe.
I gcás oibrithe gorm, íocann an fostóir an chéad 14 lá (ag a ngnáthleibhéal tuarastail). Ón 15ú lá, glacann an córas árachais fhrithpháirteach cúram ar na sochair bhreoiteachta. I gcás oibrithe coiléar bán, íocann an fostóir an chéad mhí de shochair bhreoiteachta (bunaithe ar a ngnáththuarastal). Tar éis míosa, glacann an ciste frithpháirteach íocaíocht na sochar. Ar deireadh, faigheann daoine dífhostaithe méid sochar breoiteachta atá comhionann leis na sochair dífhostaíochta a fhaigheann siad de ghnáth.
Ón dara mí go dtí an séú mí, faigheann oibrithe gorm agus bán 60% dá ngnáthphá comhlán. Ón 7ú go dtí an 12ú mí, braitheann dáileadh na sochar breoiteachta ar an gcineál conartha oibre agus ar an staid teaghlaigh. Taispeánann an tábla thíos na sochair bhreoiteachta íosta.
Sochair bhreoiteachta íosta
Full-time jobs (per day) | Part-time jobs (per day) | |
Head of household | €73.10 | €63.11 |
Living alone | €58.21 | €46.70 |
Cohabitant | €49.91 | €46.70 |
Aois scoir
Sa Bheilg, is é 65 an aois scoir dhlíthiúil, le heisceachtaí do mhianadóirí, mairnéalaigh, daoine san arm agus píolótaí (sna cásanna seo tá sé 55 nó 60 ag brath ar an gcruachás an phoist agus ar líon na mblianta a oibríodh). Ina theannta sin, leagann go leor forálacha aoiseanna íosta luathscoir a bhraitheann ar cé mhéad bliain a d'oibrigh duine. Níl aon difríocht inscne ann.
Eolas faoi aois scoir, 2012–2023
Year | Minimum age | Number of years worked | Exceptions for long careers |
2012 | 60 | 35 | Not available |
2013 | 60.5 | 38 | Age 60 for those who have worked for at least 40 years |
2014 | 61 | 39 | Age 60 for those who have worked for at least 41 years |
2015 | 61.5 | 40 | Age 60 for those who have worked for at least 40 years |
2016 | 62 | 40 | Age 60 for those who have worked for at least 42 years Age 61 for those who have worked for at least 41 years |
2017 | 62.5 | 41 | Age 60 for those who have worked for at least 43 years Age 61 for those who have worked for at least 42 years |
2018 | 63 | 41 | Age 60 for those who have worked for at least 43 years Age 61 for those who have worked for at least 42 years |
2019 | 63 | 42 | Age 60 for those who have worked for at least 44 years Age 61 for those who have worked for at least 44 years |
2020 | 63 | 42 | Age 60 for those who have worked for at least 44 years Age 61 for those who have worked for at least 43 years Age 62 for those who have worked for at least 43 years |
2021 | 63 | 42 | Age 60 for those who have worked for at least 44 years Age 61 for those who have worked for at least 43 years Age 62 for those who have worked for at least 43 years |
2022 | 63 | 42 | Age 60 for those who have worked for at least 44 years Age 61 for those who have worked for at least 43 years Age 62 for those who have worked for at least 43 years |
2023 | 63 | 42 | Age 60 for those who have worked for at least 44 years Age 61 for those who have worked for at least 43 years Age 62 for those who have worked for at least 43 years |
Mar atá leagtha amach i gcomhaontú rialtais 2014, leathnóidh an rialtas an aois scoir dhlíthiúil go 67 bliain amach anseo ar bhealach incriminteach: méadófar é go 66 in 2025 agus 67 in 2030.
