Employer of Record in Belgium

Hiring in Belgium for the first time can be overwhelming, especially when navigating unfamiliar employment laws. Whether you hire independent contractors, set up a legal entity, or use an EOR service, understanding the local employment landscape is crucial for success. CableMasters's comprehensive guide can help you get started if you're hiring locally or relocating a team member.

Companies can hire employees in Belgium in the following three ways:

• Setting up a local entity. Entity establishment reduces risk exposure and enables direct hiring, but can be costly and time-consuming – making it less practical for companies seeking quick and flexible solutions for hiring in Belgium.
• Partnering with an Employer Of Record. An EOR, like CableMasters, is a third-party entity that serves as the legal employer of your international workforce which hires, pays, and manages compliance with Belgium's labor laws and tax regulations.
• Hiring independent contractors. Hiring contractors gives companies a flexible, affordable alternative to hiring local employees, though it involves unique misclassification risks.

Using an Employer of Record in Belgium

An Employer of Record (EOR) acts as the legal employer for workers in Belgium, taking on key responsibilities to ensure compliance with local labor laws and regulations. The EOR facilitates the hiring process for businesses that want to employ workers without establishing a legal entity in the country.

The employer of record in Belgium is responsible for:

• Employment Compliance: Ensure all employment contracts comply with Belgium's labor laws and regulations, including proper classification of employees.
• Payroll Management: Calculate, process, and distribute employee salaries in accordance with Belgium's payroll laws, including deductions for taxes and social security contributions.
• Tax Filing and Contributions: Handle the registration, filing, and payment of employer taxes and social security contributions to the relevant authorities.
• Employment Contracts: Draft and maintain compliant employment agreements, detailing salary, benefits, working hours, and termination terms in line with Belgium's legal requirements.
• Benefits Administration: Provide mandatory employee benefits as required by Belgium's labor laws, such as health insurance, pension contributions, and statutory leave.

Businesses can only operate smoothly in Belgium if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Belgium below, to avoid any compliance issues.

Employment Contract Requirements

In Belgium, while indefinite employment contracts don't require written form by law, it's considered best practice to have a written contract outlining basic employment terms, including:

• Identification of both parties
• Commencement date
• Workplace(s)
• Description of job responsibilities and duties
• Base salary and additional compensation or benefits
• Training and non-compete agreements

Onboarding Process

We can help you get a new employee started in Belgium quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the CableMasters platform and completes any necessary local authority registrations. For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. CableMasters's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Belgium

The standard working week in Belgium is 38 hours, after which overtime pay applies (except for senior executives or managers). Employers can implement flexible schedules as long as they adhere to the maximum weekly average.

Overtime in Belgium

Overtime in Belgium is strictly regulated. Employees cannot work more than 11 hours per day or 50 hours per week. Overtime pay is typically 150% of the regular wage on weekdays and 200% on Sundays and public holidays.

Probation Period in Belgium

Belgium abolished the formal probation period in 2014. However, shorter notice periods apply during the first six months of employment, effectively serving a similar purpose.

As of May 1, 2025, the general statutory minimum wage in Belgium for workers aged 18 and over is EUR 2,111.89 gross per month.

Growing your team in Belgium is exciting, but it's not without challenges. Local labor laws are often nuanced, and hiring without the right legal structure or processes can lead to misclassification, non-compliance penalties, or disputes. An Employer of Record removes that risk by acting as the legal employer on your behalf, taking full responsibility for compliance, contracts, payroll, and employee benefits.

This gives you the freedom to scale at your own pace, whether you're adding one employee or building out an entire function, without the burden of setting up and managing a local entity. You remain in control of day-to-day responsibilities and performance, while the EOR ensures every hire is legally protected and properly supported. It's a strategic way to expand globally without spreading your internal team too thin or exposing your business to legal liabilities in unfamiliar markets.

Why work with an Employer of Record Solution?

• With decades of experience in global compliance and deep local knowledge, we ensure smooth adherence to local laws and regulations across borders.
• Unmatched coverage for employment across 180 countries.
• An employee portal paired with dedicated, human support.
• Reliable, cost-effective services with no annual commitments.

Fiscal Year in Belgium

1 January - 31 December is the 12-month accounting period that businesses in Belgium use for financial and tax reporting purposes.

Payroll Cycle in Belgium

The payroll cycle in Belgium is usually monthly, with employees being paid by the last day of the month.

In Belgium, work permits and visas are essential for employers hiring non-EU workers. The process involves submitting applications, paying fees, and meeting specific eligibility criteria. The key visa types include the Work Visa (Type D), Highly Skilled Worker Visa, Intra-Company Transfer Visa, and Seasonal Worker Visa. Employers must ensure compliance with local labor regulations when sponsoring foreign employees.

Mandatory Leave Entitlement in Belgium

The annual leave entitlement in Belgium is 20 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Belgium

Belgium observes 12 public holidays. If any of these holidays occur on a weekend, the day becomes a floating holiday that employees can utilise as a regular vacation day.

Paid Time Off in Belgium

Employees working a 38-hour week are entitled to 20 working days annually, adjusted accordingly for part-time schedules.

Maternity Leave In Belgium

Pregnant employees are entitled to 15 weeks of maternity leave, starting 6 weeks before birth and lasting 9 weeks after. This leave is paid as follows:

• 82% of their average salary for the first 30 days
• 75% afterward until the leave ends
• Maximum of 128.02 EUR per day

Paternity Leave In Belgium

Eligible employees get 20 days of paternity leave within 4 months of their child's birth. The leave is paid as follows:

• The employer pays the first 3 days in full.
• Thereafter, the insurance fund will be responsible to cover the benefit at 82% of the employee's average salary (up to a daily maximum cap, currently 139.97 EUR).

Sick Leave In Belgium

Employees are entitled to sick leave in Belgium. This leave is subject to the following details:

• Employees receive full salary from the employer for the initial 30 days of sick leave.
• Afterward, they typically receive sickness benefits from the government, amounting to 60% of salary.
• All sick leave requires certification from a medical professional.

Parental Leave In Belgium

Parents with at least 12 months of service in the past 15 months with the same employer are entitled to 4 months of individual parental leave, subject to the following details:

• They can take this leave together or separately.
• The leave must be utilised before the child reaches 12 years old or 21 if the child has a disability.

Adoption Leave

Employees are entitled to six weeks' leave per adoptive parent, increased by two weeks per parent if more than one child is adopted simultaneously.

Bereavement Leave

Employees can take up to 10 days of paid bereavement leave in the event of the loss of a child or partner.

In Belgium, failing to provide the correct employee benefits can have serious consequences. Mistakes in benefits administration may result in fines and harm your reputation as an employer. An Employer of Record ensures statutory benefits and leave are handled correctly, every time, and provides comprehensive options for extra perks to reward your team.

Beyond just avoiding legal issues, a well-managed benefits program builds trust with your employees. An EOR ensures benefits are set up quickly during onboarding, updated when employee status changes, and fully compliant with national regulations. They also manage communication with employees, so there's no confusion around what's offered and how to access it. This combination of legal compliance and positive employee experience is hard to replicate without local infrastructure. With an EOR, you can offer peace of mind to your team (and to yourself) knowing that your benefits program in Belgium is running as it should.

Termination Process in Belgium

Employers can end an employment agreement by giving legal notice or paying compensation instead. If employees find the dismissal unjust, they can appeal to court, potentially receiving extra compensation if the dismissal is deemed unfair. Employment in Belgium may be terminated due to one of the following reasons:

• Layoffs due to business reasons
• Immediate dismissal for serious misconduct
• Subpar performance

Notice Period in Belgium

The notice period in Belgium is dependent on the length of service of the employee.

• Employer-initiated terminations require a notice period ranging from 1 week, where the employee has worked less than 3 months, to a notice period of 66 weeks where an employee has worked 25 years.
• Employee-initiated resignations have a minimum of 1 week, where the employee has been in employment for less than 3 months, reaching maximum notice period of 13 weeks, where the employee has worked for 8 years or more.

Severance in Belgium

Severance pay only applies in cases where the employer terminates the employee without notice.