With ever-changing regulations in the area of training and workforce management, it is crucial to stay current as an employer. In this article, we provide a clear overview of current obligations around training plans and recent developments around the Federal Learning Account (FLA).
Training plan: what do you need to know?
What is a training plan?
A training plan identifies the training needs of employees and describes the training provided, including target groups. This is mandatory for employers with at least 20 employees.
At a minimum, your training plan should include:
- An overview of formal and informal training.
- Attention to the gender dimension.
- Specific attention to high-risk groups, such as older workers, workers with disabilities and bottleneck occupations.
Deadlines
- If there is no works council or union delegation, you must submit the plan to your employees by March 15.
- The final version is due by March 31.
Electronic filing
From now on, the training plan must be submitted electronically to the FPS WASO via this link.
- Deadline for 2023 and 2024: no later than March 1, 2025.
- As of 2025: within one month of the entry into force of the training plan.
Note: While there is no specific penalty for not preparing a training plan, you do risk fines if a collective bargaining agreement in your sector requires it.
Federal Learning Account: the latest developments
What is the Federal Learning Account (FLA)?
The FLA, launched on April 1, 2024, is a digital system that allows employees to track their educational entitlements and training attended. Employers are required to track and record data on a quarterly basis, such as:
- The number of training days to which employees are entitled.
- Data on courses taken (start/end date, subject).
- The remaining training credit.
Delaying the deadline?
Although employers were initially given until Nov. 30, 2024, to register this data, there appears to be a delay. On Oct. 23, 2024, a first reading proposed delaying the implementation of the FLA until the end of April 2025.
Important: This deferral is not yet final. It is recommended that data be kept internally for the time being, such as in an Excel file.
Sanction mechanism
The current monitoring system involves Sigedis compiling a quarterly list of employers that:
- Failure to record data in a timely manner.
- Do not correct incorrect or missing information.
While there are no direct penalties for failure to comply with training obligations, accurate record keeping remains essential.
How do you prepare?
With these deadlines and commitments looming, it is important to be organized:
- Make sure your training plan is complete and submitted in a timely manner.
- Keep track of employee training privileges in an orderly manner, even if the FLA may be delayed.
- Review any collective bargaining agreements to meet legal requirements.
Need help?
Our experts are ready to support you in creating your training plan or registering data in the FLA. Contact us and we will be happy to help you.
