Internal Regulation

Managing life in the workplace without compromising individual freedom.

Unlike the collective agreement, the branch agreement and the company agreement, the internal regulation is a document issued unilaterally by the employer, in accordance with the labor law and the latter.

Definition of internal regulation

An internal regulation is a set of rules that frame:

* the discipline;

* the rules of good conduct;

* certain working conditions;

* the hygiene;

* the training;

* the security.

Internal regulation is mandatory for all companies with more than 20 employees. It is a legal document.

Drafting and adoption of the internal regulation

The internal regulation is drafted by the employer or by the human resources department. It must be validated by the company council and/or the union representatives, but also by the committee of health, safety and working conditions.

Once the settlement has been validated by the various parties within the company, it is carried by all means to the cognition of the persons having access to the places of work or to the premises where hiring is done.

At the same time the internal regulation is laid to the Labor Court and is communicated to the labor inspectorate.

Good to know: the internal regulation of a company can in no case be modified without the agreement of the company council and/or the union representatives, but also the committee of health, safety and working conditions.

Contents of the internal regulation

Mandatory mentions of internal regulation

Certain mentions must imperatively be included in the internal regulation. It is the case of:

* work schedules;

* free access to the various premises;

* hygiene and health conditions;

* sanctions that can be taken;

* rights of employees;

* provisions put in place in the case of:

- work accidents;

- harassment;

- discrimination;

- aggression.

Good to know: no other mention is allowed on the internal regulation.

Prohibited mentions of the internal regulation

Internal regulation can not reduce the individual freedom of employees. An employer may not under any circumstances:

* Impose a work dress if it is not justified by a legitimate reason (reception of the public, dress of security, etc.).

* Perform body searches or excavations of private spaces such as drawers or lockers.

* Discriminate employees.

* Prohibit the right of opinion or supervise trade union activities.

The internal regulation may be amended at the request of a labor inspector. Disputes involving internal regulation are handled by the Labor Court.