Federal Learning Account

From 1 January 2025, the FLA will automatically give you a proposal of training rights for your company, which you can accept or amend. By the end of November 2024, we will exceptionally complete the rights for those employers who have not done so by then.

We start from the last known DmfA and take also into account the collective agreement concluded for the joint committee mentioned in the DmfA.

Yes. We determine training rights pro rata, using the employment regime as stated in the DmfA.

No, the employment regime you are in has no impact on the length of your training. The length of training is independent of the employment regime you are working in.

Yes, job students have training rights and consequently you must also register their trainings.

The training rights are calculated based on the situation in the current year.

No, as training rights are not transferable between employers.

Training rights are calculated based on the employee's employment break on 1 January of the current year (not the previous year). If the employment break changes during the year, you must recalculate and communicate the training rights.

An employee who is dismissed, other than for urgent reasons, must be given the opportunity to take all training days to which he is entitled, before the end of his contract.

For example, the employer and employee can agree to actually take the remaining training days by attending the necessary formal or informal training courses during the notice period. Or they can agree to take the remaining training credit in cash and consider it as a benefit acquired under the employment contract to be added to the severance pay. The unused training credit cannot be converted into an increase in the notice period or into an increase in the severance pay.

In the case of a dismissal with payment of a severance pay, the outstanding training credit must be considered as a benefit acquired under the contract.

No, those hours are not counted as hours worked by the employee. However, you can mark them as "not suitable for the employee". This way, you can prove that you gave the employee the opportunity to take trainings even if he does not accept it.

The Law of 3 October 2022 containing various labour provisions stipulates the following:

"For the purposes of this chapter, the number of training days for the employee who is not employed full-time and/or who is not linked by an employment contract during the entire calendar year, taking into account his employment contract, is determined on the basis of the following formula: A x B x C where:

1. corresponds to the number of training days granted to the company for a full-time employee;
2. corresponds to the working regime of the employee in relation to a full-time working regime;
3. corresponds to the number of months divided by 12, during which the employee was employed within the company.

Each month started is considered a fully performed month".