Flexible compensation in 2025: challenges and opportunities

Our Annual Reward Seminar and HR Legal Academy explored the latest trends and insights in compensation and HR legal topics. The morning session focused on "Compensation in 2025," featuring practical cases on cafeteria plans, mobility budgets, and compensation incentives. Peter Lenaerts from Brussels Airport shared his experiences and insights, while experts provided updates on relevant regulations, such as the pay transparency directive and the potential impact of the "supernota."

The afternoon HR Legal Academy delved into legal aspects of current HR challenges. Topics included the impact of AI on labor law, the updated Social Penal Code, and the boundaries of collective labor conflicts.

Explore our key takeaways below!

1. More and fewer company cars: While the mobility budget is becoming a standard component of compensation packages, there's also an increase in cafeteria plan car options.
2. Flexible rewards remain popular: Flexible reward systems continue to trend, with multimedia benefits being the top choice among employees.
3. Greater pay and reward transparency: Companies must urgently prepare for the new EU Transparency Directive. Implementing a Total Reward Statement is a good starting point. Insights from Spain, where similar reporting obligations have been in place longer, were also shared.
4. Withholding tax reductions require thorough planning: These are not mere formalities. Additional measures like the 'bis-regime' make it essential to build a robust defense file.
5. Communication is key in a Flexible Reward Plan: Peter Lenaerts, Reward Manager of Brussels Airport, shared an insightful testimonial on five years of experience with their cafeteria plan. 

1. AI is a real gamechanger in HR and eases the workload. To do: inform HR professionals about the areas of concern and establish a clear AI policy.
2. An HR audit can avoid unpleasant surprises - even more important under the new Social Penal Code. Maximum fines have become significantly higher.
3. As an employer, it is becoming more difficult to conduct a private investigation of employees, for example in cases of suspected theft. A formal legal framework could be adopted at any time. Jens Moerman and Matthias Boeckstijns of KPMG Advisory (Risk & Regulatory) gave an exclusive behind the scenes look at their investigative capabilities.
4. In a rapidly changing world, Strategic Workforce Planning is a must to ensure business continuity and resilience. Our expert Bernd Carette revealed his secrets on how best to approach this and how broad you can/should go. Also important: the legal aspect behind the strategy can sometimes change a ship's course, so don't forget it!
5. In the event of a collective conflict or strike, employers are not necessarily powerless. Preparation and effective communication are key to navigating the situation.
6. Starting in 2025, the new Civil Code will make employees liable for damages to third parties. However, as an employer, you can take steps to protect them.