Hiring in Belgium

Belgium’s multilingual talent and central location are ideal for global firms, yet its complex labor and tax rules can challenge employers. Omnipresent acts as your Employer of Record (EOR), handling compliance with ONSS regulations without needing a local setup.

We streamline payroll, benefits like 20 days of vacation, and tax filings, so you can focus on managing teams in Brussels or Antwerp. Our platform offers a customized approach to Belgium’s unique employment landscape.

• Fast, compliant hiring process.
• Contracts in EUR, fully managed.
• Insights on local market norms.
• Easy scaling across regions.

Employer costs include Social Security and Holiday Allowance. Use the OmniCalculator to estimate costs, or contact us for further information.

The rate of personal taxation varies depending on the income tax bracket the individual belongs to. This ranges between 25% - 45%.

Employee contributions include Social Security (for white collar workers) and Social Security (for blue collar workers).

Standard working hours in Belgium are 38 hours per week.

Collective Bargaining Agreements (CBA)/laws regulate increased weekly hours, overtime, and other specifics of working time.

Sick leave for white-collar employees is 100% of the salary paid by the employer for maximum 30 days.

Belgium has generous maternity, paternity, and parental leaves. They are generally paid for the most part by Social Security.

In Belgium, employees are entitled to 20 days per year pro rata as well as 10 public holidays. They are also allowed maximum 10 days' unpaid leave for exceptional or unforeseen circumstances.

Increases are possible per individual agreement and/or per Collective Bargaining Agreement (CBA)/employment level. Additional leaves are provided by CBA/law.

There are no specific statutory provisions (though there may be some exceptions for protected groups).

Employees might be entitled to compensation in lieu of notice (in instances of termination with immediate effect or insufficient notice).

Terminations are heavily regulated. Procedural requirements depend on the type of dismissal.

Specific rules for fixed-term contracts apply.