Hire in Belgium

EOR in Belgium

If a lack of speed or local expertise are among your top concerns when expanding to or employing workers in Belgium, an employer of record may be the best option for achieving your global growth objectives.

An employer of record, sometimes known as an international PEO, enables you to quickly hire and onboard workers in Belgium ―often in as little as two weeks―without having to take on the cost and risk of establishing a local entity.

Learn about the hiring, employment, payroll and benefits requirements for workers in Belgium and how our employer of record service, EOR, and local HR experts can help you manage your international employment needs. 

Hiring in Belgium

The main sources of labor law in Belgium are the Employment Contracts Act, Labour Act, and Collective Bargaining Agreement No. 109 regarding the statement of reasons for dismissal.

Most employment agreements need not be in writing. If an employee is hired for part-time work or a fixed term of employment, however, a written contract must spell out the specific terms of employment by the time the job begins. 

Employment contracts in Belgium

As you look to hire employees in Belgium, here are some standard regulations you’ll need to know to create a compliant contract, as well as how an employer of record and PEO can provide support for your unique HR needs.

Working hours

The maximum workday is eight hours, and the maximum workweek is 38 hours.

In addition, there is a general prohibition on night work, i.e., work between 8 p.m. and 6 a.m. All these limitations are subject to various exceptions.

Effective November 10, 2022, employees have the right to perform a full workweek in four days instead of the usual five without a loss of salary.

When the work day exceeds six hours, employees are entitled to a rest period of at least 15 minutes.

Employees are entitled to a minimum of 11 hours’ rest between each day of work and Sunday is a mandatory uncompensated day of rest.

Employees may not work more than 11 hours per day or 50 hours per week.

If employees work fewer than four hours on a holiday, they are entitled to a half day of compensatory time, if more than four hours, a full day of compensatory time. Compensatory time must be taken within six weeks of the holiday worked.

Compensation

As you consider the appropriate salary to offer new employees, keep in mind:  

• Effective May 1, 2024, Belgium’s standard monthly minimum wage was indexed for inflation by 2%.
• The hourly minimum wages are provided for 38-, 39-, and 40-hour weeks increased to 12.3272 euros, 12.0111 euros, and 11.7108 euros, respectively, up from 12.1104 euros, 11.7999 euros, and 11.5049 euros. 
• Overtime work is paid at a rate of time-and-one-half. Overtime worked on Sundays and holidays is paid at double time. 
• Employers must pay salaried employees at least once per month and hourly workers at least twice per month.  
• Wages must be paid within four working days of the end of the pay period. 

As your employer of record in Belgium, we can provide you with resources and insights about employee compensation, so you are better equipped to make a competitive employment offer.

Bonuses

Employers often offer a 13th-month payment as a bonus; some may offer a 14th-month bonus too. The 13th-month bonus is generally given during the Christmas or year-end period. Employers can give employees a discretionary bonus.

Employees are entitled to vacation pay that is generally 92% of their regular wages.

Probationary period

Probationary periods are not allowed in Belgium.

Termination and severance

Employees may be terminated for any reason (or no reason) with advance notice. Employees terminated with cause need not be given notice.  The required length of notice for dismissal or resignation depends on the length of service. The notice periods are as follows:  

If an employer provides the employee with the appropriate notice of termination, no severance pay is required. If the employer fails to provide the requisite notice, the employee is entitled to damages in the amount of the wages that would have been earned had the proper notice been given plus any additional damages resulting from the lack of proper notice.

Compensation is equal to three months’ salary if the employee has between one and five years of seniority and an additional one month’s salary as each additional five-year period of seniority begins. An extra allowance is given to older workers under the Royal Decree of June 2, 2013.  

Employee benefits and paid leave in Belgium

When negotiating terms of an employment contract with a candidate in Belgium, here are some of the statutory benefits and paid leave requirements to keep in mind, as well as how an employer of record can support your company’s benefits strategy.

Maternity leave

A female employee is entitled to six weeks of paid prenatal maternity leave immediately before the expected childbirth date or eight weeks prior if she is expecting more than one child.

The employee is entitled to nine weeks of postnatal paid maternity leave plus any remaining prenatal maternity leave. The employee also may choose to stockpile two weeks of unused prenatal maternity leave and take that leave at any time during the first eight weeks after she returns to work.

Vacation

An employee’s entitlement to vacation is based on the amount of time worked in the preceding year. An employee who worked full-time is entitled to four weeks of paid vacation in the following year. Employees who have not worked a full year are entitled to vacation prorated for the days worked. Unused leave cannot be carried over to the following year.

Vacation time for blue-collar workers is paid by the holiday fund or the National Office for Annual Leave, which determines payments based on employee salaries from the previous year. Vacation pay is slightly more than 15% of employee salaries.

White-collar employees are paid directly by employers for vacation time, including both the vacation pay owed and a supplement equal to one-twelfth of 92% of employees’ gross salaries.

Holidays

Employees are entitled to the following national holidays per year with pay: 

• New Year’s Day 
• Easter Monday 
• Labor Day 
• Ascension 
• Pentecost 
• Independence Day 
• Assumption of Our Lady 
• All Saints’ Day 
• Armistice Day 
• Christmas 

When a public holiday falls on a weekend, employees are entitled to an additional day off, typically the first working day following the public holiday.

Sick leave

The extent of an employee’s entitlement to sick leave depends on whether the employee is a blue-collar or a white-collar worker.  

• Blue-collar workers - A blue-collar worker who has worked for an employer for at least 30 days prior to an illness or injury is entitled to take up to 30 days of sick leave with partial pay and 100% of normal salary for the first seven days of sick leave paid by the employer and 85.88% for the eighth through the 14th days. For the 15th through the 30th days, the employee is entitled to benefits calculated based on the salary itself and the limit on salary applied to health insurance benefits. 
• White-collar workers - A white-collar worker is entitled to take up to 30 days of sick leave at 100% pay. 

If a white- or blue-collar worker returns to work and has a relapse within 14 days, the employee is not entitled to an additional period of sick leave benefits. Additional sick leave benefits are available, however, if the employee suffers a new illness or injury within 14 days of returning to work from a prior illness or injury.

Health coverage

Belgium has a mandatory social security system administered by the National Social Security Office. Contributions are made by both employers and employees. Social security benefits include health and disability insurance, family allowances, workers’ compensation, unemployment insurance, and old-age and survivors’ benefits.

Additional benefits

In addition to healthcare benefits, employees in Belgium are entitled to pension, which is funded by government tax revenues, as well as workers compensation, which is covered through mandated employer insurance.  Employer social costs will cover a large portion of employee benefits in Belgium, but we can consult with you about supplemental coverage options, such as additional pension contributions or life insurance if needed.

Updated: May 30, 2024

Employee onboarding with an employer of record in Belgium

We write and validate all local employment contracts, streamlining the onboarding process for you and your Belgium employees—all you have to do is provide relevant information and review and approve the employment agreement. As your employer of record in Belgium, we will:   

• Schedule a welcome call to discuss HR and employment information for Belgium, as well as answer any questions 
• Prepare a customized employment contract in English or other local language 
• Share the employment contract and benefits information with the new employee for signature and review 
• Gather tax and banking information from the employee to set up payroll 
• Provide a local point of contact to the employee to answer any questions regarding their employment, local HR or payroll 

The entire onboarding process for the employee is often completed in as little as two weeks. 

Partner with Safeguard Global as your Belgium employer of record and PEO

With over a decade of service, we are the longest-serving employer of record and PEO provider in the international market. Organizations around the world rely on EOR, our employer of record solution, to expand and hire in 170+ countries around the world, quickly and compliantly.

We’ve seen just about every global employment circumstance imaginable—and with our extensive knowledge of local law and culture, we know what it takes to get employment right in Belgium. We provide written contracts in the local language, salaries in the local currency and HR support in your employees’ time zone.

Additionally, as a global payroll provider we support payroll administration—including payments, filings and other calculations— all around the world and can accommodate the payroll outsourcing needs of any size organization.

Whether you’re looking to hire as part of a strategic expansion or to meet specific talent needs, our global solutions advisors can walk you through your international hiring options so you can make the right choice for your organization. Contact us today. 

Disclaimer

The information provided on or through this website is for informational purposes only and does not constitute legal advice. Safeguard Global expressly disclaims any liability with respect to warranty or representation concerning the information contained herein, including the lost essence, interpretation, accuracy and/or completeness of the information in transit and language translation.