Belgium’s on your radar, and you’re smart to look there. You’ve seen the advantages—talented people who speak multiple languages, a location that puts you at the heart of Europe, and an economy that actually works. But here’s where it gets interesting: the moment you try to hire your first Belgian employee, you realize there’s more to it than posting a job ad.
The rules are specific. Really specific. Labor laws that make sense once you understand them, but feel overwhelming at first. Payroll that has to be done just right. Industry agreements that can completely change how you operate, depending on what business you’re in.
This guide gives you what you need without the fluff. We’ll walk through exactly how to legally hire and pay employees in Belgium—from getting your business set up to making sure paychecks arrive on time. No surprises, no gotchas, just clear steps to build your Belgian team the right way. Want the whole picture? Check out our Global Country Explorer: Hire in 185+ Countries.
Understanding legal hiring foundations in Belgium
Before you onboard your first employee, you’ll need to put some basics in place. Think of this as your legal hiring checklist:
- Register your legal entity. Set up a presence in Belgium, usually as a BV/SRL or NV/SA, and register with the Crossroads Bank for Enterprises (CBE). You’ll also need a VAT number and registration with the National Social Security Office (NSSO/ONSS). These steps make sure the authorities recognize you as an official employer.
- Check who’s eligible to work. If you’re hiring EU/EEA or Swiss nationals, you don’t need to secure a work permit. For non-EU hires, you’ll need a single permit that covers both residence and work. You are responsible for confirming eligibility before anyone starts.
- Draft a compliant contract. Belgium requires written contracts in most cases. The main types are indefinite term, fixed term, or part-time. Each must include mandatory details like job title, salary, hours, and start date. Many industries also fall under collective bargaining agreements (CBAs), which add extra requirements.
How to set up payroll and social security contributions
Once you’ve set up shop and signed contracts, payroll is next.
Register with NSSO and file DIMONA
Employers must register with the National Social Security Office (NSSO) before day one of employment. You’ll also need to file a DIMONA declaration—Belgium’s system for reporting employment starts and ends. Miss the deadline and you risk fines.
Choose a payroll solution
Most employers partner with a certified payroll provider (known locally as a social secretariat). They calculate wages, handle contributions, and file reports with tax and social security offices. It’s the easiest way to stay compliant and avoid mistakes.
Salary, pay rules, and employee benefits in Belgium
Belgium’s pay system is shaped by CBAs, statutory benefits, and cultural expectations.
Minimum wage and CBAs
Instead of a single minimum wage, Belgium relies on CBAs at national and sector levels. As of May 2025, the Guaranteed Average Minimum Monthly Income (GAMMI) is €2,111.89 gross for a 38-hour week. Check your sector’s CBA to confirm what applies.
How and when to pay
Salaries must be paid monthly in euros, directly into an employee’s bank account. Many employees also expect a “13th month” bonus in December and, in some cases, a double holiday allowance. Payslips must clearly show gross pay, deductions, and net pay.
Benefits and leave
Employees receive four weeks of annual leave plus public holidays
- Sick leave with full pay for the first 30 days
- Maternity leave of 15 weeks, with options for parental leave
- Notice periods tied to tenure
CBAs may also require meal vouchers, eco vouchers, or even company cars, so don’t overlook them.
Handling taxes, compliance, and ongoing payroll management
Running payroll in Belgium isn’t set it and forget it; it’s ongoing.
Withholdings and reporting
Employers must withhold personal income tax (“précompte professionnel”) and pay social contributions every month. At year-end, you’ll issue Form 281.10, which summarizes earnings and withholdings.
Adjusting for changes
If an employee changes roles, works remotely across borders, or leaves the company, you’ll need to update payroll accordingly. Final settlements must cover unused vacation days and other statutory requirements.
Managing hiring costs and employer expenses in Belgium
Beyond salaries, you’ll need to budget for:
Employer social charges
On average, these equal about 25% of gross salary. You’ll also pay for occupational accident insurance and sector-specific contributions. Together, these non-wage costs add a significant layer to total employment expenses.
Hiring pitfalls and practical tips
Here’s where many companies stumble:
- Missing DIMONA deadlines
- Confusing contractors with employees
- Forgetting to follow CBAs
How to avoid them:
- Double-check CBAs before finalizing contracts
- Use a certified payroll provider
- Schedule quarterly compliance reviews
Tips and resources for a successful application and utilizing support from EOR providers
Hiring directly in Belgium works, but it’s not your only option.
- What an Employer of Record (EOR) does: An EOR is the legal employer on paper. They handle contracts, payroll, benefits, and compliance, while you keep control of day-to-day work. It’s the fastest way to hire without setting up your own entity. If you’re considering this path, take a closer look at our Employer of Record in Belgium resource for detailed guidance.
- Where to find help: Government resources like Working in Belgium explain permits and labor rules. The EU Immigration Portal also provides step-by-step details on work authorization for non-EU hires. Pairing these with EOR support gives you a smoother, faster hiring process.
Let Pebl handle the Belgian employment complexities
You want to hire great people in Belgium. You don’t want to become an expert in Belgian social security registration or spend months setting up a local company. That’s where Pebl comes in.
We’re already on the ground in Belgium (and 185+ other countries). We know which forms matter, which deadlines can’t slip, and how to keep your team paid correctly every single month. No entity setup. No compliance surprises. No wondering if you’re doing it right.
Here’s what this means for you: that developer in Antwerp or marketing manager in Brussels can start next week, not next quarter. Our EOR services handle the employment contracts, payroll, taxes, and all the legal details that keep you compliant. You focus on hiring the best talent. We’ve got local HR and legal experts who actually understand Belgian employment law—because they live it every day.
Ready to build your Belgian team without the red tape? Let’s talk about getting your first hire started.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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