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An Equal Employment Opportunity Request allows Belgian workers to report discrimination or unfair treatment in their workplace. It's a formal way to seek help when you face barriers based on age, gender, religion, disability, or other protected characteristics under Belgium's Anti-Discrimination Law of 2007.

Once filed with the Unia (Belgium's Equality Body) or labor authorities, these requests trigger investigations into workplace practices. They help enforce Belgium's commitment to fair employment and can lead to mediation, legal action, or workplace policy changes. Employers must respond to these requests and cannot retaliate against employees who file them.

File an Equal Employment Opportunity Request when you experience workplace discrimination in Belgium. Common triggers include being passed over for promotion due to gender or age, facing harassment based on religious beliefs, or receiving unequal pay compared to colleagues doing similar work.

Time is critical - submit your request within five years of the discriminatory incident. Document specific examples, dates, and witnesses. This creates a formal record with Unia or labor authorities, protecting your rights and often leading to faster re����ֱ�� through mediation. The process also safeguards against retaliation, as Belgian law prohibits employers from punishing workers who report discrimination.

• Direct Discrimination Request: Used when facing obvious unfair treatment, like being fired due to pregnancy or nationality
• Indirect Discrimination Request: For policies that seem neutral but disadvantage specific groups, such as language requirements that exclude certain nationalities
• Workplace Harassment Request: Addresses bullying or hostile behavior linked to protected characteristics
• Reasonable Accommodation Request: For cases when employers fail to adapt workplace conditions for disabilities or religious practices
• Equal Pay Request: Specifically tackles wage discrimination between workers performing equal work

• Employees: Any worker in Belgium who experiences discrimination can file an Equal Employment Opportunity Request, regardless of contract type or position
• Unia (Interfederal Centre): Reviews requests, conducts investigations, and provides mediation services for discrimination cases
• Labor Inspectorate: Enforces anti-discrimination laws and investigates workplace complaints
• HR Departments: Receive and process internal requests, implement corrective measures, and maintain compliance records
• Trade Unions: Support workers in filing requests and represent their interests during the process

• Document Incidents: Record dates, times, and detailed descriptions of discriminatory events as they occur
• Gather Evidence: Collect emails, witness statements, performance reviews, or other documents supporting your case
• Personal Details: Prepare your employment information, including contract type, position, and duration of employment
• Timeline Details: Create a chronological list of relevant events and any attempts to resolve the issue internally
• Protected Characteristic: Clearly identify which protected ground(s) form the basis of discrimination (age, gender, ethnicity, etc.)
• Desired Outcome: Specify what re����ֱ�� you seek, such as policy changes, compensation, or workplace adjustments

• Personal Information: Full name, contact details, and employment status with current employer
• Discrimination Grounds: Clear identification of the protected characteristic(s) under Belgian Anti-Discrimination Law
• Incident Details: Specific dates, locations, and descriptions of discriminatory actions or practices
• Supporting Evidence: List of attached documents, witness statements, or other relevant proof
• Prior Actions: Documentation of any internal complaints or attempts to resolve the issue
• Requested Remedy: Clear statement of the desired outcome or re����ֱ��
• Declaration: Signed statement confirming the accuracy of provided information

While both documents address workplace fairness, an Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy. The key distinctions lie in their timing, purpose, and who creates them.

• Purpose and Creation: An Equal Employment Opportunity Request is filed by employees to report specific discrimination incidents, while an Equal Opportunities Policy is created by employers to establish workplace equality guidelines
• Timing: Requests are reactive, filed after discrimination occurs, while policies are proactive documents that set preventive measures
• Legal Impact: Requests trigger formal investigations and can lead to legal proceedings, while policies serve as preventive frameworks and compliance documentation
• Scope: Requests address specific incidents affecting individual employees, while policies cover broad organizational practices and apply to all staff