1. INTRODUCTION

Le gouvernement de la région de Bruxelles-Capitale a adopté ce 27 juillet 2017 l’ordonnance de régionalisation du bail d’habitation, venant à abroger et remplacer les dispositions de la loi du 20 février 1991 sur le bail de résidence principale et certaines dispositions du droit commun du bail.

L’ordonnance comprend, d’une part, des dispositions générales applicables à tous les baux d’habitation et, d’autre part, des dispositions spécifiques à chaque type de bail.

In its January edition, Bruxelles Métropole/Brussel Metropool (the magazine of BECI – the Brussels’ Chamber of Commerce) has dedicated an article to the subject of skill-based sponsorship.

Skill-based sponsorship is the system whereby private companies make specific-skilled employees available for (charitable) organizations during their working time.

In 2016, several major companies have announced their intention to proceed to collective dismissals. Yet Belgium is one of the member of the OECD that offers the best protection to workers in case of collective dismissal. The Renault Act, edicted in response to Renault’s blatant non-observance of existing law at the closure of its plant in Vilvoorde in 1997, aims to establish a dialogue between the employer who intends to proceed to a collective dismissal and the workers’ representatives, to better protect the workers’ rights and involve them in the process.
In this context, it is useful to examine what is exactly provided by the Renault Act. The purpose of this contribution is to remind and focus on the employers’ obligations in terms of workers’ information and consultation in the event of projected collective dismissal.