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Global Expansion Guide

Belgium

Manage and pay your employees easily with BIPO in Belgium and 170+ other markets. Build your international teams today with our global Employer of Record service!

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Currency

Euro (EUR)

employment guide_language

Languages

Dutch, French, German

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Capital

Brussels

Employer of Record Belgium

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Belgium

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Employer of Record Belgium

Embark on your business expansion in Belgium with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Belgian market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

This guide was last updated on 17 June 2026. The content in this guide is current as of this date and based on common business practices.

Employment Contract

  • Employment contracts are categorised by term into open-ended contracts, fixed-term contracts, specific-task contracts and replacement contracts.

  • A valid employment contract must contain the following four essential elements; absence of any element will render it invalid:

Statutory Contributions

Scope of Application: Applicable to employees of private enterprises.

Social Insurance Type Base Employee Contribution Employer Contribution
Social Insurance Package Total Gross Salary Flat rate: 13.07% Breakdown (sum of the following): Pension: 7.50% Healthcare and Disability: 3.55% Unemployment: 0.87% Others: 1.15% Approximately 25.00% Breakdown (sum of the following): Pension: 8.86% Healthcare and Disability: 3.80% Unemployment: 1.46% Family Benefits: 7.00% Occupational Injury: 0.30% Occupational Disease: 1.00% Other variable items

Note: A unified overall contribution rate applies, which is then allocated to individual social insurance schemes via internal budgets.

Minimum Wage

Effective 1 April 2026, the national statutory minimum wage is set at EUR 2,189.81 per month (pre-tax), based on a 38-hour working week.

Public Holidays

The public holidays listed below are national public holidays observed across Belgium. Individual states and territories may observe additional public holidays. Please refer to official government announcements for the latest updates.

  • New Year’s Day
  • Easter Monday
  • Labour Day
  • Ascension Day
  • Whit Monday
  • National Day
  • Assumption Day
  • All Saints’ Day
  • Armistice Day
  • Christmas Day

Notes

If a public holiday falls on an employee’s regular rest day, a substitute rest day shall be arranged on a preceding or subsequent working day.

  • Overtime Compensation:

    • Work on public holidays:

      • More than 4 hours worked: 1 full compensatory day off; 4 hours or less worked: 0.5 compensatory day off.
      • Compensatory leave must be granted within 6 weeks after the public holiday or its substitute day.
      • Employees receive 100% of regular salary.
    • Overtime on public holidays: 200% of regular salary.
  • Exemptions from Overtime Compensation: For voluntary overtime on public holidays, only pay is provided without compensatory leave.

Working Hours

Normal Working Hours

Category Daily Weekly
General 8 hours between 06:00 and 20:00 38 actual hours, or an average of 38 hours over a reference period. Shorter weekly hours may be agreed via collective agreements in certain industries.
Working no more than 5.5 days per week 9 hours
Daily communiting time over 14 hours 10 hours

Daily Rest

  • Work Break: A minimum 15-minute break is mandatory for continuous work exceeding 6 hours.
  • Shift Interval: A continuous rest of at least 11 hours shall be provided between two shifts within any 24-hour period.

Weekly Rest

One full rest day per week, normally on Sunday.

Overtime Compensation

  • Compensatory Leave:

    • 1 day of compensatory leave for every 8 overtime hours worked.
    • All leave must be taken within 12 months starting from the month when overtime is performed.

  • Overtime Pay:

    • Weekdays: 150% of regular salary.
    • Weekly rest days: 200% of regular salary.

Exemptions from Working Hours

  • Permanent structural exemptions apply to continuous shift work and round-the-clock technical operations.
  • Industry-specific exemptions require approval via Royal Decree.
  • Working hour rules for the construction sector are governed by special provisions.

Exemptions from Overtime Compensation

For voluntary overtime, only overtime pay is granted with no compensatory leave.

Leave

Annual Leave

  • Type of employer: Single emoloyer

  • Eligibility and Duration:

    • 4 weeks of annual leave upon completion of 1 consecutive year of service.
    • For new employees or returning employees: 1 week of leave for every 3 consecutive months worked.

  • Allowance:

    • Basic annual leave allowance equals 100% of regular salary; additional double annual leave allowance refers to extra payment on top of basic pay.
    • White-collar employees generally receive the allowance directly from employers; blue-collar employees are usually paid by the National Annual Leave Office or industry leave funds.
  • Encashment: Unused annual leave upon termination must be fully compensated.

Sick Leave

  • Eligibility: All employees; a medical certificate and prior notice to the employer are required.
  • Duration: Based on medical condition

  • Allowance:

    • Manual Workers:

      • Days 1-7: 100% of regular salary, paid by the employer.
      • Days 8-14: 85.88% of regular salary, paid by the employer.
      • Days 15-30: Paid partially by the employer (at 85.88% or 25.88% under tiered rules) and partially by insurance, capped at a maximum of 60% of regular salary in total.

    • Office Staff:

      • First 30 days: 100% of regular salary, paid by the employer.
      • From Day 31 onwards: Allowance is provided by insurance, capped at 60% of regular salary.

Maternity Leave

  • Eligibility: Pregnant and postpartum female employees; a medical certificate and prior notice are required.
  • Allowance Eligibility: Minimum 120 working days within the preceding 6 months.

  • Duration:

    • Single birth: 15 weeks (6 weeks pre-natal, 9 weeks post-natal).
    • Multiple births: 17 weeks (8 weeks pre-natal, 9 weeks post-natal).
    • The 1st week of pre-natal leave is mandatory; the remaining pre-natal leave may be transferred to the post-natal period.

  • Extended Maternity Duration:

    • An additional 2 weeks may be approved for multiple births with valid medical certification.
    • If the newborn remains hospitalised for more than 7 consecutive days, leave may be extended by the actual number of hospitalisation days, with a maximum cap of 24 weeks.

  • Allowance:

    • First 30 days: 82% of regular salary, paid by insurance.
    • From Day 31 onwards: 75% of regular salary, paid by insurance.

Other Leave Types

  • Antenatal Appointment Leave: For female employees; covers time for medical check-ups and round trips; fully paid.
  • Breastfeeding Leave: For female employees. One 30-minute break per day for daily work exceeding 4 hours; two 30-minute breaks per day for daily work exceeding 7.5 hours. Allowance is covered by insurance.
  • Paternity Leave: For fathers or partners; total 20 days. The first 3 days are fully paid; subsequent days are covered by insurance.
  • Long-term Care Leave: For all employees caring for seriously ill family members. Employees may take full leave or reduce working hours. The first 3 days are fully paid; subsequent days are covered by insurance.

  • Emergency Personal Leave:

    • General emergency leave: 10 days per year, unpaid.
    • Temporary care leave (part of emergency leave): For caring for seriously ill family members; 5 days per year, unpaid.
  • Palliative Care Leave: For all employees caring for terminally ill patients (including non-family members). Employees may take full leave or reduce working hours; allowance is covered by insurance.

  • Parental Leave:

    • Eligibility: Parents of children under 12 years old; extended to 21 years old for children with a disability rate of 66% or above.
    • Four optional schemes (switchable where eligible): Full-time leave (4 months); half-time work (8 months); 1/5 working hour reduction (20 months); 1/10 working hour reduction (40 months, subject to employer approval).
    • Allowance: Covered by insurance.

  • Long-term Foster Care Leave:

    • For foster parents providing long-term foster care (minimum 6 months).
    • Standard: 6 weeks; 12 weeks for children with severe disabilities; an extra 2 weeks for multiple foster children; additional shared leave ranging from 1 to 5 weeks per year.
    • Allowance: First 3 days fully paid; subsequent days covered by insurance.
  • Temporary Foster Care Leave: For foster parents; 6 days, unpaid, with insurance benefits applicable.

  • Adoption Leave:

    • For adoptive parents.
    • Standard: 6 weeks; 12 weeks for children with severe disabilities; an extra 2 weeks for multiple adopted children; additional shared leave ranging from 1 to 5 weeks per year.
    • Allowance: First 3 days fully paid; subsequent days covered by insurance.
  • Training Leave: For all employees attending accredited training courses; duration as required; fully paid.
  • Civic Duty Leave: For all employees performing statutory political or public duties; duration and benefits determined on a case-by-case basis.

Termination and Compensation

Notice Period

  • Rules apply equally to manual workers and white-collar employees.
  • Notice Period for Employer-initiated Termination (For employment contracts signed on or after 1 January 2014):
Length of Service Notice Period
0 to less than 3 months 1 week
3 months to less than 4 months 3 weeks
4 months to less than 5 months 4 weeks
5 months to less than 6 months 5 weeks
6 months to less than 9 months 6 weeks
9 months to less than 12 months 7 weeks
12 months to less than 15 months 8 weeks
15 months to less than 18 months 9 weeks
18 months to less than 21 months 10 weeks
21 months to less than 24 months 11 weeks
2 years to less than 3 years 12 weeks
3 years to less than 4 years 13 weeks
4 years to less than 5 years 15 weeks
5 years to less than 6 years 18 weeks
6 years to less than 7 years 21 weeks
7 years to less than 8 years 24 weeks
8 years to less than 9 years 27 weeks
9 years to less than 10 years 30 weeks
10 years to less than 11 years 33 weeks
11 years to less than 12 years 36 weeks
12 years to less than 13 years 39 weeks
13 years to less than 14 years 42 weeks
14 years to less than 15 years 45 weeks
15 years to less than 16 years 48 weeks
16 years to less than 17 years 51 weeks
17 years to less than 18 years 54 weeks
18 years to less than 19 years 57 weeks
19 years to less than 20 years 60 weeks
20 years to less than 21 years 62 weeks
21 years to less than 22 years 63 weeks
22 years to less than 23 years 64 weeks
23 years to less than 24 years 65 weeks
… …
  • Notice Period for Employer Resignation
Length of Service Notice Period
0 to less than 3 months 1 week
3 months to less than 6 months 2 weeks
6 month to less than 12 months 3 weeks
12 months to less than 18 months 4 weeks
18 months to less than 24 months 5 weeks
2 years to less than 4 years 6 weeks
4 years to less than 5 years 7 weeks
5 years to less than 6 years 9 weeks
6 years to less than 7 years 10 weeks
7 years to less than 8 years 12 weeks
8 years and above 13 weeks

Compensation

  • If either party terminates the employment contract immediately without serving the full statutory notice period (in the absence of gross misconduct), compensation in lieu of notice shall be paid. The amount equals the employee’s regular salary and contractual benefits due for the full notice period, including fixed wages, partial bonuses and fixed allowances.
  • There is no statutory severance pay system in Belgium. Termination benefits are mainly realised through the notice period rules.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation:
    The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management:
    We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Belgian regulations.
  • Contributions and Taxes:
    Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours:
    We guarantee that your employment practices adhere to Belgium’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management:
    Implement and manage leave policies that comply with Belgium’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance:
    Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services:
    Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Belgium

Unlock your growth potential with BIPO’s Employer of Record service in Belgium. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

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Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees.

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from:

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

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