Global Employment Solutions & PEO in Belgium

Omnipresent provides global employment solutions and professional employment organisation (PEO) services for companies looking to grow and build out a global team in Belgium. Traditional methods of establishing global employment and subsidiaries in Belgium typically take months and can incur heavy costs. Omnipresent’s global employment solutions and PEO services is helping hundreds of organisations onboard new employees in Belgium in a matter of days with full compliance of local labour laws. We use a tech-forward approach to streamline the process. 

• Your company conducts the hiring and candidate selection process in Belgium.
• Omnipresent hires the selected candidate through our local professional employment organisation in Belgium.
• We take care of ensuring your new employee is hired in compliance with local labour laws, payroll regulations, benefits and more -- all without needing to set up a subsidiary in Belgium.
• The individual is legally contracted by Omnipresent but assigned to work for your company and reports to a manager or team in your organisation as your full-time employee.

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.