Can you hire employees in Belgium without a legal entity?

Yes, you can hire employees in Belgium without setting up a local legal entity by using an Employer of Record (EOR). The EOR acts as the legal employer, while your company manages the employee’s day‑to‑day work. However, Belgium has stricter rules compared to many countries. EOR providers may need to operate as licensed temporary employment agencies to fully comply with local regulations.

How long does it take to hire employees in Belgium?

Hiring through an EOR is significantly faster than setting up a legal entity. In most cases, employees can be onboarded within 1–2 weeks, depending on the role, contract terms, and onboarding requirements.

What employment contracts are required in Belgium?

Employment contracts in Belgium can be written or verbal, but written contracts are standard and strongly recommended, especially for: Fixed-term contracts Part-time roles Remote work arrangements Specific clauses (e.g. non-compete, training) Contracts must comply with Belgian labour law and relevant collective labour agreements (CLAs), and must be drafted in the official language of the region (Dutch, French, or German).

Can a PEO help hire contractors in Belgium?

A PEO or EOR can support contractor engagement, but Belgium applies strict classification rules. If a contractor works under employer control (e.g. fixed hours, supervision), they may be reclassified as an employee. Many companies choose an EOR employment model instead to reduce misclassification risk.

How does payroll work in Belgium?

Payroll in Belgium is complex and tightly regulated. It typically includes: Monthly salary calculations Income tax withholding Employee social security (~13.07%) Employer social contributions (around 25%–30%+) Employers must also handle mandatory filings such as social security declarations and tax reporting.

How often are employees paid in Belgium?

Employees in Belgium are typically paid monthly. Additional payments may apply, depending on the sector: 13th month bonus (often required via collective agreements) Double holiday pay (mandatory under law)

Does a PEO manage taxes and social contributions in Belgium?

Yes, a PEO or EOR manages: Income tax withholding Employee and employer social security contributions Payroll filings and payments This ensures compliance with Belgian tax authorities and social security systems.

Can payroll be run in local currency?

Yes, payroll in Belgium is run in euros (EUR). Employees are paid locally in EUR, while the EOR can invoice your company in another currency depending on the agreement.

Is using an Employer of Record legal in Belgium?

Yes, but with important nuances. EOR services are legal in Belgium when structured correctly. However, due to strict labour regulations (including restrictions on employee leasing), providers may need to operate as licensed temporary employment agencies. Working with an experienced provider is essential to ensure compliance.

What labour laws apply to foreign companies hiring in Belgium?

All Belgian labour laws apply, regardless of whether the employer is foreign or local. This includes: Employment Contracts Act (1978) Working time regulations (38-hour workweek standard) Termination and notice rules Collective labour agreements (sector-specific) Collective agreements play a major role and often define salary levels, bonuses, and working conditions.

What are the risks of employee misclassification in Belgium?

Misclassification can result in: Back payment of taxes and social security Fines and penalties Reclassification of the worker as an employee Belgium places strong emphasis on the actual working relationship, not just the contract wording.

How does a PEO or EOR ensure compliance in Belgium?

A PEO or EOR ensures compliance by: Issuing locally compliant employment contracts Registering employees with Belgian social security (ONSS/RSZ) Managing payroll, taxes, and statutory filings Applying sector-specific collective agreements Handling terminations and notice obligations This reduces legal and operational risk in a highly regulated market.

Hire Employees in Belgium with an Employer of Record

Hiring employees in Belgium does not require setting up a Belgian legal entity.

With Employer of Record (EOR) and PEO services in Belgium, international companies can legally hire employees, manage payroll, and remain compliant with Belgian employment legislation while the EOR acts as the local employer on your behalf.

We manage:

Belgian employment contracts
Payroll processing and tax administration
Social security contributions
Ongoing HR and labor law compliance

Talk to our EOR experts today

Hiring Employees in Belgium with an Employer of Record

An Employer of Record enables companies to hire employees in Belgium without incorporating a Belgian subsidiary or branch office.

The EOR becomes the legal employer for local employment purposes, while your company retains full operational control over the employee’s responsibilities, projects, and day-to-day management.

How hiring in Belgium through EuroDev works

1. Employee selection

Your company identifies and selects the employee or candidate you want to hire in Belgium.

2. Employment contract setup

EuroDev drafts and issues a locally compliant Belgian employment contract that complies with local labor law and applicable collective bargaining agreements (CBAs).

3. Payroll & tax administration

EuroDev processes monthly payroll, calculates tax withholdings and social security contributions, and ensures accurate reporting to Belgian authorities.

4. Ongoing compliance & HR support

The EOR manages leave administration, statutory benefits, HR documentation, and ongoing labor law compliance throughout employment.

Employer of Record vs Setting Up a Legal Entity in Belgium

When an EOR is the right choice:

You want to hire quickly without incorporation delays
You are testing the Belgian or wider EU market
You need only a small local workforce
You want to reduce compliance and HR risk
You do not require a permanent Belgian establishment
You need immediate payroll and employment infrastructure

When a local entity makes sense:

You plan to build a large long-term workforce
You require a permanent commercial presence
You need direct local invoicing capabilities
You want internal control over HR and payroll administration
You are establishing manufacturing or operational facilities

Key differences at a glance

	Employer of Record	Local Entity
Setup time	Weeks	Several months
Legal responsibility	EuroDev	Your Company
Payroll & Compliance	Managed by EuroDev	In-house
Upfront costs	Low	High
Risk exposure	Reduced	Full exposure

Employment Contracts Through a Belgian EOR

Permanent (Indefinite) Employment Contracts

Indefinite employment contracts are the standard and most commonly used form of employment in Belgium. Belgian labor law is built on the assumption that employment relationships are open-ended unless explicitly justified otherwise.

Key characteristics of permanent contracts:

No predefined end date
Full statutory employment rights from start of employment
Strong protection against unfair dismissal (termination must have a valid reason and follow formal procedures)
Statutory notice periods apply upon termination, based on employee's seniority
Employees are generally entitled to severance in the form of notice or payment in lieu
Can be full‑time or part‑time
Probation periods have been abolished for most employees (except limited exceptions such as student contracts)

Because Belgian law assumes employment to be indefinite by default, improperly structured temporary contracts may be reclassified as permanent contracts.

Fixed‑Term Contract Rules (Temporary Contracts)

Fixed-term contracts in Belgium are strictly regulated and may only be used where there is a clear and legitimate temporary need.

Key limitations include:

Contract must have a defined end date or be linked to a specific project or event
Maximum of four consecutive fixed-term contracts, provided:
- Total duration does not exceed 2 years, or
- Up to 3 years is permitted with prior authorisation from labor authorities
Each contract must be for at least 3 months, unless specific exceptions apply
Continued employment beyond the legal limits results in automatic conversion to an indefinite contract
Successive contracts without proper justification may be considered abusive

Misuse of fixed-term contracts can lead to legal penalties and mandatory reclassification into a permanent contract.

Termination, Notice Periods & Severance in Belgium

Belgium has strong employee protection laws. Employment “at will” does not apply, and terminations must follow strict statutory rules, particularly regarding notice periods and formal dismissal procedures.

Probation Periods

Probation periods in Belgium are largely prohibited. Since 1 January 2014, standard employment contracts (including indefinite‑term contracts) cannot include a probation clause—any such clause is legally null and void.

Instead, Belgium uses statutory notice periods from day one, which act as a functional alternative to probation. During the first months of employment, notice periods are shorter, allowing either party to terminate the contract with limited protection, provided the dismissal is not discriminatory or manifestly unreasonable.

For student contracts and temporary agency work the first 3 working days function as a trial period with immediate termination rights.

Notice periods

Statutory notice periods are determined by employee seniority, not a fixed minimum duration
Notice periods can range from 1 week (early tenure) to multiple months for long-serving employees
Notice may be extended by contract or applicable collective bargaining agreements (CBAs)
Payment in lieu of notice is permitted and commonly used in practice
No notice is required in cases of serious misconduct (summary dismissal)

Severance pay

Belgium does not apply a fixed statutory severance formula
Severance is typically provided through:
- Notice period worked, or
- Payment in lieu of notice (indemnity) covering the full notice entitlement
Additional severance may arise in specific cases (e.g. collective dismissals or certain protected employees)
No severance is owed in cases of serious misconduct dismissal

EuroDev guides you through termination procedures to ensure compliance and risk mitigation.

Payroll, Employer Costs & Working Hours in Belgium

Payroll costs when hiring through an EOR in Belgium

When hiring employees in Belgium through EuroDev’s Employer of Record service, employer costs are typically around 25%-35% on top of gross salary, depending on salary level, sector, and applicable reductions.

This reflects Belgium's relatively high social security contributions and includes all mandatory employer charges and statutory contributions.

Example:

Average annual gross salary: €28,000
Estimated total employment cost: €35,000-€37,800

EuroDev fully manages all payroll calculations, filings, and statutory payments.

Social Security & Employer Contributions in Belgium

When hiring employees in Belgium through an Employer of Record, EuroDev manages all social security registrations, filings, and payments as part of the payroll process.

Employer responsibilities handled by EuroDev

Registering employees with the Belgian social security system (ONSS/RSZ)
Monthly payroll and social contribution reporting
Withholding employee social security contributions
Paying employer social security contributions

Typical employer contribution structure

Belgium has a comprehensive social security system, with relatively high employer contributions compared to many other European countries. Employer contributions generally range between 25% and 30% of gross salary, depending on salary level and applicable reductions.

Typical components include:

Social Security (ONSS/RSZ): ~25%
Occupational accident insurance: variable (typically ~1–3%)
Various sectoral and training contributions (depending on industry)

Total estimated employer contribution: ~27%-30%

Working Hours & Overtime in Belgium

Standard full‑time working schedule: 38 hours per week
Typical working day: 7.6 to 8 hours per day, depending on company arrangements
Legal maximum working time is generally 9 hours per day and 40 hours per week, although this is often reduced to 38 hours through collective agreements
Overtime is strictly regulated and generally requires a justified business reason and compliance with sectoral rules
Overtime rules and compensation are often governed by collective bargaining agreements (CBAs)
Overtime is typically compensated by:
- Financial compensation (+50% supplement for standard overtime)
- +100% for Sundays and public holidays, or
- Equivalent time off (recuperation)
Certain senior or managerial roles may be exempt from standard overtime provisions

EuroDev ensures working‑time rules are correctly applied based on contract type and applicable agreements.

Paid Vacation Leave & Public Holidays

Employees hired through an EOR in Belgium are entitled to statutory paid leave. EuroDev ensures all leave entitlements are tracked and administered correctly.

Annual leave

Minimum: 20 statutory days per year (based on a 5‑day work week)
For employees working a 6‑day week, entitlement increases to 24 days
Leave entitlement is typically accrued based on work performed in the previous year (“holiday year” system)
Additional leave may apply through collective bargaining agreements (CBAs) or company policies

Public holidays

Total: 10 official public holidays per year
All public holidays are set at the national level
If a public holiday falls on a weekend, employees are usually granted a replacement day off

Maternity & Paternity Leave in Belgium

Belgium provides distinct maternity and paternity leave entitlements, both supported through the social security system.

Maternity leave

15 weeks total (extended in case of multiple births)
Includes:
- Compulsory rest period after childbirth (first 9 weeks generally reserved around birth)
Remaining weeks can be taken flexibly before or after childbirth
Leave is paid through Belgian Social Security (mutualité/ziekenfonds), not directly by the employer
Payment is typically:
- 82% of salary (first 30 days)
- Then approximately 75% of capped salary thereafter
Employer top‑up is not mandatory, but may be provided under CBAs or company policy

Paternity leave

20 days total (can be taken within 4 months after birth)
Payment structure:
- First 3 days paid by the employer (100%)
- Remaining 17 days paid by social security (~82% of capped salary)
Leave can be taken flexibly within the allowed period
Additional extensions may apply in specific circumstances (e.g. multiple births)

EuroDev ensures parental leave is registered, reported, and paid correctly in line with current Belgian regulations.

Why Companies Choose EuroDev for EOR in Belgium

Avoid establishing a Belgian subsidiary

Reduce employment compliance risk
Local expertise in Belgian labor law
One point of contact for HR, payroll, and compliance
Scalable teams flexibly across Europe

Hire Employees in Belgium with Confidence

Hiring in Belgium comes with a well-regulated employment framework. Unlike “at-will” systems, dismissals and employment terms are governed by clear statutory rules and strong employee protections.

That’s where EuroDev comes in. We help international companies enter the Belgian market quickly and compliantly, without getting caught up in local administrative complexity.

Whether you’re making your first hire or scaling an existing team, our EOR and PEO solutions give you a straightforward way to grow while we handle contracts, payroll, and compliance behind the scenes.

If you’re exploring hiring in Belgium, our team is here to guide you through the process.