Employer of Record in Belgium

An Employer of Record, or EOR, is a company that legally hires employees on your behalf in Belgium. This means you can build a team in Belgium without setting up a local entity. The EOR takes care of all the legal and HR tasks that come with employment. Think of them as your local HR partner. They handle everything from contracts and payroll to taxes and benefits, making sure you comply with Belgian labor laws. For companies looking to hire in Belgium, Rivermate is an EOR provider that can help you manage your workforce.

How an Employer of Record (EOR) Works in Belgium

Using an EOR in Belgium simplifies the hiring process. Here is how it generally works:

1. You Find the Talent: You recruit and select the best candidate for your team.
2. The EOR Hires Them: The EOR legally employs the person on your behalf under a local Belgian contract.
3. Onboarding Starts: The EOR manages all the necessary paperwork to onboard your new employee. This includes registering them with the proper social security and tax offices.
4. Day to Day Management: You manage your employee's daily tasks and responsibilities.
5. EOR Handles HR: The EOR takes care of payroll, taxes, benefits, and ensures everything follows Belgian employment law.

Benefits of Using an EOR for Hiring in Belgium

Using an EOR to hire in Belgium gives you a straightforward way to grow your team. It removes the usual legal and administrative hurdles of international hiring.

• Hire Without a Local Entity: You can hire employees in Belgium without the time and expense of setting up a local company.
• Stay Compliant: EORs are experts in Belgian labor law. They make sure your employment contracts and practices are fully compliant.
• Save Time: The EOR handles all the administrative work. This frees you up to focus on your business.
• Scale Your Team: An EOR allows you to quickly hire new team members as your business grows.
• Attract Top Talent: Offering competitive, locally compliant benefits packages is easier with an EOR.

Rivermate's transparent pricing model eliminates complexity with a single, competitive monthly fee per employee. Unlike traditional PEO providers, our pricing in Belgium includes comprehensive HR support, benefits administration, compliance management, and access to our proprietary dashboard for real-time workforce analytics. No hidden costs, no setup fees—just straightforward pricing that scales with your business needs while ensuring full legal compliance in Belgium.

Hiring in Belgium means tapping into a skilled and multilingual workforce right in the heart of Europe. The country has a well-structured, but complex, legal framework for employment. To hire successfully, you need to understand the local labor laws, which heavily favor employee rights. This guide will walk you through the key aspects of hiring in Belgium.

Employment contracts & must-have clauses

While verbal employment agreements can be legally binding in Belgium, a written contract is highly recommended to ensure clarity and avoid disputes. For certain types of work, a written contract is mandatory. These include:

• Fixed-term contracts
• Part-time contracts
• Contracts for specific projects
• Student contracts
• Temporary agency work

The standard employment contract in Belgium is for an indefinite period.

A critical point to remember is the language requirement. The contract must be in Dutch, French, or German, depending on the location of your business operations. In Brussels, it should be in French or Dutch, depending on the employee's language.

Your employment contracts should always include these essential clauses:

• Job description A clear outline of the employee's role and responsibilities.
• Compensation Details on the salary, bonuses, and any other benefits.
• Working hours The standard working hours and any overtime expectations.
• Start date The official start date of employment.
• Notice periods The procedures and timelines for ending the contract.

Probation periods

Probationary periods are generally not permitted in Belgium. The Unified Employment Status Act abolished trial periods for most employment contracts in 2014.

There are a few exceptions to this rule. Probation periods are still allowed for:

• Student contracts
• Temporary work
• Interim agency work

Working hours & overtime

The standard workweek in Belgium is 38 hours, typically spread over a five-day workweek. The law generally limits working time to a maximum of 8 hours per day.

Any hours worked beyond the standard 38-hour week are considered overtime and must be compensated. The rates for overtime pay are:

Instead of overtime pay, you can also offer compensatory time off.

In early 2022, Belgium introduced a labor market reform that gives employees the option to request a four-day workweek. In this arrangement, they would still work a total of 38 hours but in four longer days.

Public & regional holidays

Employees in Belgium are entitled to 10 paid public holidays per year. If a public holiday falls on a weekend, it is typically replaced by a weekday off.

National Public Holidays in 2025

In addition to the national holidays, there are also regional holidays for the Flemish, French, and German-speaking communities.

Hiring contractors in Belgium

Hiring independent contractors in Belgium can provide flexibility and access to specialized skills. However, it's crucial to classify workers correctly to avoid legal and financial penalties. Belgian authorities are strict about "fake independence," where a worker is classified as a contractor but treated like an employee.

Misclassifying an employee as an independent contractor can lead to significant risks, including:

• Back payments of social security contributions
• Unpaid taxes and fines
• Having to provide employee benefits retroactively

An Employer of Record (EOR) can help you mitigate these risks. An EOR acts as the legal employer for your workers in Belgium, ensuring full compliance with local labor laws. This means the EOR handles employment contracts, payroll, taxes, and benefits. By using an EOR, you can hire contractors in Belgium with confidence, knowing that the risk of misclassification is managed for you.

Navigating compensation and payroll in Belgium requires a clear understanding of its structured system. You'll find that it's heavily regulated, with strong protections for employees. The system is built on employment contracts, collective bargaining agreements, and national labor laws. Key elements include mandatory social security contributions from both employers and employees, a progressive income tax system, and specific rules for wages and working hours.

Payroll cycles & wage structure

In Belgium, the payroll process is straightforward and consistent.

• Monthly Payments: You pay your employees on a monthly basis. Salaries are typically paid on the last day of the month.
• 13th Month Salary: Most employees in Belgium are entitled to a "13th month" salary. This is an extra month's pay, usually paid at the end of the year. Some agreements even include a partial 14th-month payment. If an employee hasn't worked a full calendar year, this payment is prorated.
• Holiday Pay: Employees also receive a holiday bonus. This is separate from the 13th-month pay and is typically paid when the employee takes their main holiday. It's calculated at 92% of their gross monthly salary.

Overtime & minimums

Working hours and pay are clearly defined by law.

• Standard Hours: A standard work week in Belgium is 38 hours, with a general maximum of 8 hours per day.
• Overtime: If your employees work beyond these hours, you must pay them overtime. The rate is 50% extra for work on weekdays and Saturdays, and 100% for Sundays and public holidays.
• Minimum Wage: Belgium has a national minimum wage, referred to as the Guaranteed Average Minimum Monthly Income (GAMMI). As of early 2025, this is around €2,112 per month for workers aged 18 and over. However, many industries have their own collective bargaining agreements that set higher minimum wages.

Employer taxes and contributions

As an employer, you are responsible for making social security contributions for your employees. These contributions fund healthcare, pensions, and unemployment benefits.

Employee taxes and deductions

Your employees also contribute to the social security system and pay income tax.

In Belgium, you'll find a strong system of employee benefits and leave entitlements. This is shaped by government laws and collective bargaining agreements. The goal is to provide solid support for employees, covering health, family, and work life balance.

Statutory leave

Belgian law provides several types of paid leave.

• Annual Leave Employees with a five day work week get a minimum of 20 paid days off per year. Those working a six day week are entitled to 24 days. This time off is based on the number of months you worked in the previous calendar year.
• Sick Leave If you get sick, your employer pays your full salary for the first 30 days. After that, the Health Insurance Fund provides pay at a reduced rate. You will need a doctor's certificate to confirm your illness.
• Maternity Leave Expecting mothers receive 15 weeks of paid leave. This can be extended for multiple births. Pay is covered by social security benefits.
• Paternity Leave Fathers are entitled to 20 days of paid leave. This must be taken within the first four months after the child's birth. The first three days are paid by the employer, and the rest is covered by public health insurance.

Public holidays & regional holidays

Belgium observes ten official public holidays. If a holiday falls on a weekend, employers must provide a replacement day off. There are also holidays specific to the different language communities.

Typical supplemental benefits

Many companies in Belgium offer extra benefits on top of the legal requirements. These help attract and keep talented employees.

How an EOR can help with setting up benefits

Setting up a competitive benefits package in a new country can be complex. An Employer of Record (EOR) simplifies this process for you.

An EOR already has a legal entity in Belgium. We handle all the administrative work of managing employee benefits. This includes everything from enrolling employees in mandatory social security to sourcing and managing popular supplemental benefits.

We make sure your benefits package complies with all local laws and collective agreements. This saves you time and reduces risk. You can offer your team in Belgium great benefits without the headache of managing them yourself.

Letting an employee go in Belgium involves a structured process. You must follow specific legal rules. This ensures a fair and compliant separation for everyone. The process covers everything from giving notice to final payments. Managing this correctly protects your business and respects the employee.

Notice periods

When you end an employment contract in Belgium, a notice period is usually required. This is a key part of Belgian labor law. The length of the notice period depends on how long the employee has worked for you.

For contracts started after January 1, 2014, the notice periods are standardized. This makes it clearer for both you and your employee. Here are some examples of notice periods you must give:

You must provide the termination notice in writing. This can be done by registered mail or a bailiff. The notice needs to state when the notice period starts and how long it will be.

In some cases, like serious misconduct, you can terminate a contract immediately without a notice period. However, you must inform the employee of this dismissal within three working days of discovering the misconduct.

Severance pay

Instead of having the employee work a notice period, you can choose to pay them an indemnity. This is often called severance pay. The payment is equal to the salary the employee would have earned during the notice period.

This amount includes the employee's regular salary and any contractual benefits. Calculating this correctly is crucial to stay compliant and avoid legal issues. You can also use a combination of a notice period and a final severance payment.

How Rivermate handles compliant exits

Navigating employee terminations in a different country can be complex. We handle the entire offboarding process for you. We make sure every step is compliant with Belgian law.

Here’s how we help:

• Compliance check: We review the employment contract and local laws to determine the correct notice period and severance pay.
• Documentation: We prepare and deliver all necessary termination documents in the correct format and language.
• Calculations: We accurately calculate the final payment, including any indemnities and unused vacation days.
• Guidance: We provide clear guidance to you and the employee, making the process smooth and transparent.

With Rivermate, you can be confident that employee exits are managed professionally and legally. This lets you focus on your business while we handle the details.

Navigating visas and work permits in Belgium can feel complex. The key is understanding that for non-EU nationals, working in Belgium for more than 90 days requires a combined work and residence permit, known as the Single Permit. Your employer must kick off this process for you. They need to prove they couldn't find a suitable candidate within the EU before offering you the job. Once the work authorization is approved, you can then apply for your long-stay visa, also called a D visa, which allows you to enter Belgium.

Employment visas & sponsorship realities

When it comes to hiring international talent, the responsibility of sponsorship falls on the employer. This means they handle the application process and ensure everything is compliant with Belgian laws.

An Employer of Record (EOR) can be a practical solution here. An EOR already has a legal entity in Belgium, so they can hire and sponsor employees on your behalf. This removes the need for you to set up your own entity, which can be a long and expensive process. An EOR takes on the official employer role, managing payroll, taxes, benefits, and immigration compliance.

Here are the common routes for employment in Belgium:

• Single Permit: This is the standard permit for most non-EU employees working in Belgium for more than 90 days. It combines the right to work and reside in the country into one application.
• EU Blue Card: This is an option for highly skilled workers. It has higher salary and education requirements but offers more flexibility to move between EU countries.

Business travel compliance

For short-term trips, the rules are different. If you are visiting for business meetings, conferences, or trade fairs for up to 90 days within a 180-day period, you will likely need a Schengen Business Visa (Type C).

However, citizens of some countries, like the United States, Canada, and the UK, are exempt from this visa requirement for short business visits. They can enter the Schengen Area with a valid passport.

Keep in mind these important points for business travel:

• The 90/180-day rule: You can stay in the Schengen Area for a maximum of 90 days in any 180-day period.
• Permitted activities: Business travel is generally limited to activities like attending meetings or conferences. You cannot engage in actual work.
• Limosa declaration: For some short-term work, a Limosa declaration must be filed. However, there is an exemption for attending business meetings in a "closed circle," which allows for stays of up to 20 consecutive days per meeting, with a cap of 60 days per year.