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One step closer to joining our team! Curious about a future in law? Whether you’re exploring your options or already have a clear vision of your career, this is your chance to discover what a future at our firm could look like. This autumn, we’re heading to various Belgian universities to connect with aspiring legal professionals. Meet our lawyers, get an inside look at life as a junior lawyer, and find out how you can kick-start your career with us. #JoinOurTeam #LegalCareers #LawStudents #FutureLawyers #CareerOpportunities #MeetOurTeam #LegalProfession

We are looking for a Legal Tech Manager. Technology and artificial intelligence are becoming increasingly important within the legal profession. At Van Olmen & Wynant, we are committed to integrating these developments thoughtfully and effectively into our practice. We are looking for a Legal Tech Manager to further develop and implement our legal technology strategy, with a focus on AI, automation, knowledge management and digital innovation. Are you interested in contributing to the continued digital development of our firm? 👉 Discover the position and apply via our website: https://lnkd.in/eF-8XJHA #LegalTech #LegalInnovation #ArtificialIntelligence #Hiring

More clarity on pay transparency: on 6 August 2026, the European Commission published a comprehensive FAQ on the EU Pay Transparency Directive, providing further guidance on its key concepts and obligations. The Directive, which Member States had to transpose into national law by 7 June 2026, aims to strengthen the principle of equal pay for women and men performing equal work or work of equal value. Its practical application, however, continues to raise important questions for employers and workers alike. In our latest article, we take a closer look at: 🔹 The scope of the Directive and the flexibility Member States retain when implementing its rules. 🔹 How “pay” and “work of equal value” should be interpreted, including the treatment of bonuses, benefits and job classifications. 🔹 What the Commission says about collective bargaining, pay transparency, GDPR and employees’ right to privacy. The Commission has also developed EU-wide guidelines together with EIGE, offering employers a practical approach to gender-neutral job evaluation and classification. 👉 Read the full article here: https://lnkd.in/eg7iehhG #PayTransparency #EmploymentLaw #EqualPay #EULaw

We are pleased to share that Nicolas Simon will be taking part in the Leaders League European Compliance Summit on 15 October 2026 in Brussels. Nicolas will moderate the panel on AI Risk Management under the EU AI Act, join the discussion on Whistleblowing Protection, and serve as a member of the jury. We look forward to an insightful day of discussions on the latest developments in compliance. Discover the full programme: https://lnkd.in/eCquuSZD #EuropeanComplianceSummit #Compliance #AIAct #Whistleblowing #AIRiskManagement

A major milestone for platform work: on 12 June 2026, the ILO adopted Convention n°193, the first international labour standard dedicated specifically to the platform economy. For years, platform work has grown largely outside the reach of traditional labour law. This Convention aims to close that gap, requiring transparency on automated decision-making, fair pay information, and non-discriminatory access to social protection for platform workers, whether employed or self-employed, location-based or online. In our latest article, we take a closer look at: 🔹 What rights and protections are covered, from worker classification to algorithmic transparency. 🔹 What the Convention does not guarantee, including income stability and enhanced social protection. 🔹 What it means for Belgium, where domestic rules already cover much of the same ground, alongside the incoming EU Platform Work Directive (to be transposed by 2 December 2026). Note: the Convention has now entered its ratification phase and requires at least 2 states to ratify before it enters into force. 👉 Read the full article here: https://lnkd.in/eCrvHfxv #PlatformEconomy #EmploymentLaw #ILO #FutureOfWork #GigEconomy #SocialProtection

Belgian Court of Cassation clarifies: RSUs from a parent company can qualify as remuneration 📌 On 29 June 2026, the Court of Cassation ruled that RSUs granted by a US parent company to employees of Belgian subsidiaries can qualify as remuneration, even when the local employer plays no role at all in granting them. 🔹 The parent company alone decided who received RSUs and on what terms, while the local employer bore no costs or obligations at all. 🔹 The Antwerp Labour Court of Appeal had ruled this meant the RSUs did not constitute remuneration. 🔹 The Court of Cassation disagreed: benefits meant to retain, motivate or engage employees still count as consideration for work, regardless of who grants them or bears the cost. The key takeaway: it's not who grants the benefit that matters, but whether it constitutes consideration for work performed under the employment contract. For multinational groups offering RSUs, stock options or similar incentives through a parent company, this ruling is a clear signal: these benefits carry a real risk of being classified as wages, with consequences for social security contributions and severance pay calculations. 👉 Read the full article here: https://lnkd.in/ew33vn3j #BelgianEmploymentLaw #EmploymentLaw #RSU #Remuneration #SocialSecurity #HR