Hire & Pay Employees in Belgium

With PamGro, your business can easily hire employees in Belgium. No more worrying about local laws, complex tax systems, or managing international payroll.

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CapitalBrussels

Currency Euro (EUR)

LanguagesDutch, German, French

GDP per Capita$54,770.02

Payroll FrequencyMonthly

Employer Tax27%

Overview

Traverse Belgium's Recruitment Market with ease.

Belgium is a small nation in Northwestern Europe that was formerly known as the Kingdom of Belgium. France, Germany, Luxembourg, and the Netherlands all share its borders. Belgium’s economy is highly internationalized, and its transit system provides good links to the rest of Europe. The laws of the country offer workers a number of advantages, such as coverage for work-related injuries, annual leave entitlements, and unemployment benefits.

Benefits of hiring in Belgium

Employing talent in Belgium offers a host of advantages. Its strategic location provides access to the European Union’s vast consumer base, while its highly skilled workforce boasts proficiency in multiple languages. Moreover, Belgium’s supportive business environment and robust infrastructure make it an attractive destination for companies seeking growth and innovation.

Challenges when expanding into Belgium

Expanding into Belgium comes with its share of challenges. Navigating complex bureaucratic procedures, cultural differences, and linguistic diversity can pose initial hurdles. Additionally, understanding local market dynamics and competition requires careful research and strategic planning. However, with perseverance and adaptability, these challenges can be overcome, paving the way for success in the Belgian market.

Cultural Nuances

Belgium’s cultural fabric is woven with diversity and tradition. While Flemish and French cultures coexist harmoniously, each region has its distinct customs and practices. Punctuality, professionalism, and respect for hierarchy are valued in Belgian workplaces. Building strong interpersonal relationships and demonstrating cultural sensitivity are paramount for fostering productive collaborations in this multicultural society.

Employment Contracts in Belgium

Minimum Wages & Salaries

Belgium sets a statutory minimum wage, revised annually, ensuring fair compensation for employees. Salaries vary depending on factors such as industry, experience, and geographical location.

Probation period

Employers may implement probationary periods, typically ranging from one to six months, to assess new hires’ suitability for the role and company culture.

Severance Pay

If the employer wishes to terminate the contract unilaterally, an indemnity must be paid to the employee. This indemnity is progressive and depends on the employee’s seniority. Upon termination of the employment contract, all outstanding wages must be paid without delay and no later than the first payday following the end date of the contract, as stipulated in Article 11 of the Wage Protection Act.

When a significant percentage of the workforce is made redundant, collective agreements typically provide additional compensation beyond standard unemployment benefits. However, employees dismissed for serious cause or those who resign will not be entitled to unemployment benefits immediately.

Termination Process

The termination process depends on the terms of the employment agreement. The most stringent form of termination is dismissal with notice. Employees who have been with the company for at least 6 months have the right to know the reason for their termination. Certain employees are protected from dismissal on specific grounds; for example, pregnant women cannot be dismissed due to their pregnancy.

Dismissal must be based on legally defined reasons. This includes employees serving as representatives in the Works Council and the Committee for Prevention and Protection at Work (CPPW).

Some sectors have additional procedures outlined in collective bargaining agreements, which may include information and consultation requirements. Even in cases of multiple dismissals, these procedures might not fall under European and national collective dismissal rules.

Notice Period

The parties involved in the contract can choose to either give notice, during which the employment contract remains in effect (notice period), or terminate it immediately by paying a termination fee (immediate termination).

To determine the applicable notice period, consider the following:

The contract’s start date (before or on/after January 1, 2014).
Whether the termination is initiated by the employer (dismissal) or the employee (resignation).
Whether the employee is a blue-collar or white-collar worker.

For the notice to be valid, it must be provided in writing and include the start date and length of the notice period. The notice period begins on the Monday following the week the notice was given. The length of the notice depends on the worker’s length of service and whether the termination was initiated by the employer or the worker.

Everything you need to hire in Belgium

Leave Policy

Annual Leave:

Employees in Belgium are entitled to paid annual leave, typically ranging from 20 to 24 days per year, depending on length of service and industry.

Parental & Maternity Leave:

Belgium offers generous parental leave benefits, including maternity, paternity, and adoption leave, ensuring employees can balance work and family responsibilities.

Sick Leave in Sweden:

Belgian employees are entitled to paid sick leave, with employers required to compensate employees for periods of illness based on statutory regulations or collective agreements.