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How many days of rights?

The number of days of rights for an employer depends on

the size of the employer (number of full-time equivalents);
the possible existence of a sectoral CLA regarding the individual right to training;
the existence of at least one working relationship with an employer that falls under the law of December 5, 1968 on collective labor agreements and joint committees.

The methodology and rules can be found here

Here you will find the result of the calculation of the number of days of rights for your company, per year and per joint committee:

CCT n°000.00

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Commission paritaire de l'industrie des cuirs et peaux et des produits de remplacement

Year	Number of days

For the years after 2025, the size of the employer (number of full-time equivalents) will be recalculated.
The number of days of rights for the years from 2026 onwards assumes that the employer category of the employer does not change for the period 2024-2025.

* Exception based on a sectoral CLA

* * Important information on the interpretation of training rights in specific sectors

Disclaimer for companies falling under the relevant joint committees

Regarding the interpretation of training rights as stipulated in the collective labor agreement (CLA):

This statement aims to provide clarity to companies falling under the following joint committees:

JC 112
JC 142 – 01 – 02 – 03 – 04
JC 149.04

Limitations of interpretation:
The provisions in these sectors specify a number of training days valid "per two years." However, the administrative framework does not allow for a clear and automated determination of how these rights are calculated in the following cases:

Part-time workers.
Workers who are not employed with the same employer for the entire year.

Legal context:
The CLA text does not provide a clear methodology for proportionally calculating the rights of these workers. While this may pose a burden for employers, the administration cannot impose an interpretation not explicitly foreseen by the signatories of the CLA. This would entail a risk of unequal treatment among workers.

Advice for employers:

Training rights apply on a biennial basis and not annually.
Employers are encouraged to review the relevant CLA provisions and, in case of doubt, contact their sectoral consultation body for further clarification.
It is the employer’s responsibility to carry out a proportional calculation of training days in compliance with legal and CLA conditions.

No automated calculation via FLA:
Since rights are not granted annually but over a two-year period, it is not possible to provide an automated calculation in the FLA system for the relevant joint committees.

This disclaimer is provided for informational purposes only and cannot be considered as legally binding advice.

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