The government has streamlined the application procedures for temporary unemployment benefits for affected companies and their employees. In addition, the daily unemployment benefit amount for dockworkers has been increased. To address the challenges faced by Belgian companies due to the COVID-19 crisis, the government has relaxed the application procedures for temporary unemployment benefits for affected companies and their employees. There are also specific changes for dockworkers.
COVID-19: Clarity Regarding the Temporary Unemployment of Port Workers

Changes to the Temporary Unemployment Benefit Amount
As part of the support measures related to temporary unemployment due to the coronavirus, the daily unemployment benefit amount for certain categories of employees will be increased to 65% of the average daily wage (instead of 60%). This applies to the following employees:
- dockworkers in Antwerp, Ghent, Ostend, Brussels, Vilvoorde, Bruges, and Zeebrugge who are covered by a livelihood security scheme or are considered by the competent joint committee to be part of the port authority;
- recognized sea fishermen, fish unloaders, and fish sorters who fall under the Joint Committee for Sea Fishing;
- employees covered by the Joint Subcommittee for the Fuel Trade in East Flanders who are covered by a livelihood security scheme.
There was some confusion regarding the period of application of those measures for dockworkers, fishermen, and certain employees in the fuel trade. The government is now providing more clarity. Specifically, it has been determined that this assistance applies to applications, the procedure, and the awarding of unemployment benefits for the months of February through June 2020.
What does that mean for you, specifically?
Despite the general easing of the rules, it is clear that the rules regarding temporary unemployment are not the same for every category of employee. Employers and employees in the port would therefore be well advised to check which specific rules apply within their joint committee(s).
How can we help you?
Crauwels Advocaten continuously monitors legislative developments. Our experts are happy to provide you with advice and assistance to resolve your specific issue.
Despite the care taken in drafting this text, inaccuracies may still exist, and the information contained herein may have become outdated due to recent changes in the law. The content of this newsletter is for informational purposes only and should not be considered comprehensive legal advice. Crauwels Advocaten and the authors of this newsletter therefore cannot be held liable for the legal completeness of our newsletters. For specific questions or information tailored to your personal situation, please feel free to contact our firm.
More articles

Attention, employers: What is the pay rate when switching to daylight saving time?
On the night of Saturday, October 25, to Sunday, October 26, it’s time: we’ll set the clocks back one hour. That’s great for those who don’t have to …

Heat in the Workplace: Do You Know Your Obligations as an Employer When Temperatures Are High?
You’ve probably already noticed: it’s the height of summer. Now that temperatures are rising to 30°C and higher, those who aren’t on vacation may …

