Key takeaways
Belgium at a glance
Imagine hiring your first employee in Belgium
A real scenario of hiring through a Belgium EOR
You have identified a senior software engineer in Brussels. Your legal team says you need a Belgian entity before you can make an offer, and your finance team is asking how long that takes and what it costs. Meanwhile, the candidate has two other offers on the table.
Without an EOR, the path forward requires registering a Belgian legal entity, enrolling with ONSS (the national social security office), filing a DIMONA pre-hire declaration before the start date, classifying the role under CBA 200 (likely Class D), drafting a Dutch-language employment contract, and enrolling in a mutuelle health fund. Each step has its own timeline and its own compliance risk if done incorrectly.
With Oyster, you provide the role details and start date. Oyster handles the DIMONA filing, CBA 200 salary classification, Dutch-language contract generation, and benefit enrollment.
Your engineer is onboarded in as little as 48 hours. If you are hiring your first person in Belgium, this is what the first 30 days look like: your candidate gets an offer, you stay compliant, and your legal team does not spend three months on entity setup.
What an EOR does for your Belgium team
Your EOR signs contracts, files DIMONA, and absorbs Belgium's legal complexity
A Belgium EOR becomes the legal employer for your team members, handling payroll, benefits, taxes, and compliance so you retain day-to-day management without a local entity.
In practice, the EOR signs the employment contract, files statutory declarations including the mandatory DIMONA pre-hire notification, pays wages, and remits social security contributions. You direct the work. Belgian employment law draws from federal statute, regional and community legislation, EU regulations, sectoral CBAs, and custom. An EOR absorbs every layer of that complexity so your team can focus on building the business.
Oyster owns its own legal entity in Belgium. You are not routed through a third-party aggregator, which means the employment relationship is direct, compliant, and clear.
Entity setup in Belgium rarely makes sense for fewer than 15 hires
Entity setup in Belgium takes weeks at minimum, requires ongoing accounting and HR overhead, and demands compliance with Belgian language law (Dutch-mandatory documents for Brussels-based entities), CBA salary classification, and social elections obligations above 50 employees.
An EOR route starts in days, carries no local overhead, and transfers compliance risk to Oyster. For companies testing the Belgian market or hiring fewer than 15 people in-country, the math rarely favors entity setup. The multi-layer Belgian legal framework, federal statute plus regional decree plus sectoral CBAs, is exactly what an EOR is built to manage.
Using an EOR in Belgium is fully legal and compliant
Using an EOR is fully legal in Belgium. Belgian law distinguishes between contractors, agency workers, and permanent employees. An EOR creates a standard employment relationship with all statutory protections, which is the cleanest and most defensible structure available.
Oyster's own Belgian entity means the arrangement is not a tripartite agency worker situation. It is a direct employer-employee relationship with Oyster as employer of record, complying with CBA 200, the Employment Contract Act, and the Labor Act.
Belgium labor laws your EOR handles for you
Employment contracts in Belgium and what yours must include
Belgian contracts must be in Dutch for companies seated in Flanders and Brussels. A contract in any other language is null and void under Belgian language law, which is not a technicality courts overlook.
The standard contract is indefinite-term. Fixed-term contracts are discouraged; more than four consecutive fixed-term contracts, or a total duration exceeding two years, converts automatically to an indefinite-term arrangement. Key clauses include a training clause, non-competition clause, and telework schedule required under CBA 85. They also cover remote work address, reachable hours, and IP assignment. Probation periods are illegal and unenforceable under Belgian law.
Belgium notice periods start on day one and scale with tenure
Notice periods begin from day one of employment. There is no probationary buffer. Employer notice starts at one week for tenure of zero to three months and scales to 13 or more weeks at two or more years of service. Notice letters must be sent by registered mail or bailiff writ, and notice runs from the following Monday.
Payment in lieu of notice (PILON) is always available. There is no legal distinction between redundancy and performance-based termination in Belgium's framework. On mutual agreement, standard exit payments include prorated 13th month, untaken holiday accruals, eco vouchers, and public holiday salary for the 30 days post-exit. Exit holiday pay equals 15.34% of annual gross salary.
Under CBA 109, after six months of tenure, dismissal must be based on legitimate grounds or the employer faces three to 17 weeks of additional compensation.
Belgium employer social security runs at 26.5% with no salary ceiling
Employer social security runs at approximately 26.5% with no salary ceiling. Employee social security is 13.07%. Income tax is progressive at 25–50%, plus a local municipality tax of 6–9%.
Salaries are paid in 13.92 installments: 11 monthly payments, single holiday pay, and double holiday pay. Double holiday pay equals 92% of May salary and is paid in May. The mandatory 13th month via CBA 200 equals December base salary. Annual salary indexation applies each January at 1–4% based on the health index. The WFH allowance is up to €157.83 per month net (updated March 2025) for home-office expenses and is non-taxable. Transportation and bicycle allowances are mandatory where applicable. Tax-efficient benefits include meal vouchers, private health insurance, stock options, and occupational pension contributions.
Belgian law mandates leave, sick pay, and eco vouchers for every employee
Statutory entitlements include 20 days of annual leave (25 days is customary), 10 public holidays with replacement days, and 30 days of employer-funded sick pay at 100%. Maternity leave is 15 weeks (state-funded after day one), paternity leave is 20 days (three employer-funded, the rest state-funded), parental leave is up to four months unpaid, and annual eco vouchers are mandatory via CBA.
Common market additions include private hospitalization insurance (DKV or equivalent), occupational pension contributions of 0.5–9% of base salary, meal vouchers, and business travel insurance. If a non-compete clause is enforced, the non-compete indemnity equals 50% of base salary for the restriction period.
Belgium non-compete clauses and whether they are enforceable
Non-compete clauses in Belgium are enforceable but strictly regulated. They must be in writing, apply only to similar activities, cover Belgium only, and last no longer than 12 months. Compensation must equal at least 50% of the salary the employee would have earned during the restricted period.
They are only enforceable after six or more months of tenure and on resignation, termination for serious cause, or mutual agreement. Annual gross compensation must exceed €83,939 (2024 threshold, indexed annually).
The employer must waive or invoke the clause within 15 calendar days of exit or it lapses. Oyster advises clients on clause timing and payment obligations.
The Belgium 30% expat tax rule and how it affects your hires
Belgium's 30% expat tax regime treats 30% of a qualifying expat's gross taxable salary as employer expenses, making that portion income-tax-free, subject to a cap of €90,000 per year.
This applies to employees recognized as expats under Belgian rules and is particularly relevant when hiring senior international talent relocating to Belgium. It does not apply to all employees and requires specific qualifying conditions. An EOR can help you understand which of your hires may qualify and how to structure compensation accordingly.
The Belgium workforce and what your team earns
Technical talent and industries driving Belgium hiring
Belgium has strong talent in technology (Brussels fintech and startup scene), pharma and life sciences (UCB, Solvay, Johnson and Johnson), logistics and supply chain (Antwerp port, one of Europe's largest), EU policy and regulatory affairs, and financial services. The workforce is highly educated and trilingual in Dutch, French, and often English.
Trade unions are strong. Three recognized organizations (CSC/ACV, FGTB/ABVV, CGSLB/ACLVB) have high density and affect workplace negotiations. Social elections are mandatory above 50 and 100 employees. Teleworker status, which is standard for Oyster hires under CBA 85, reduces some working-time constraints while maintaining full employment protections (and, for what it is worth, makes day-to-day management considerably more flexible for distributed teams).
Belgium salary benchmarks and CBA minimum pay scales
There is no statutory national minimum wage in Belgium. CBA 200 (Joint Committee 200) sets minimum gross annual salaries by job level (Class A through D) and seniority. Current floors from the SSOT: Junior Class A equals €29,489 per year; Junior Class D equals €33,603 per year; Senior Class C at four years equals €33,089 per year; Principal Class D at eight years equals €38,202 per year; Head of, VP, or C-Level at 10 or more years equals €39,738 per year.
Salaries are paid in 13.92 installments. Annual indexation applies every January. Total cost of employment equals gross monthly salary multiplied by 13.92, plus approximately 26.5% employer social security. Customary market pay often exceeds CBA minimums for tech and senior roles, so treat these floors as a compliance baseline, not a comp strategy.
How to choose your EOR partner in Belgium
Four questions to ask any EOR before hiring in Belgium
Belgium's layered legal framework rewards providers with genuine in-country legal entities and specialist knowledge. Before you commit, ask four questions:
- Do you own your Belgian legal entity or use a sub-contractor? A sub-contracted arrangement creates tripartite risk and reduces accountability.
- How do you handle CBA 200 salary classification for my role types? Misclassification means back-pay liability.
- What is your process for DIMONA declarations and compliance with Belgian language law? Both are pre-hire requirements with zero tolerance for error.
- If my employee raises a labor dispute, do I get a dedicated Belgian specialist or a shared ticketing queue?
The next four sections cover what to look for in compliance, pricing, speed, and support.
Choose an EOR with proven Belgium compliance
What Belgium compliance really demands from your EOR
Belgian compliance layers your EOR must handle include:
- DIMONA declaration before the start date
- LIMONA for cross-border postings
- CBA 200 salary classification
- Language-compliant employment agreements in Dutch for Brussels
- Telework agreement under CBA 85
- Work Regulations filed with Belgian authorities
- Business travel insurance enrollment
- Private health insurance enrollment and termination notice obligations
- Annual salary indexation
- Eco voucher enrollment via Monizze
Oyster's in-house Belgian legal team monitors CBA updates, manages social election obligations, and maintains Work Regulations filed with Belgian authorities. All of this is included in your subscription.
When you hire through Oyster, you are not just meeting the legal minimum. You are choosing an employment partner that cares about your team's rights the same way you do.
Transparent EOR pricing for your Belgium hires
What to expect from EOR pricing in Belgium
EOR pricing in Belgium covers the service fee (flat per employee per month) plus pass-through statutory costs: employer social security at approximately 26.5%, 13th month, double holiday pay, and eco vouchers.
Belgium's 13.92-installment salary structure and approximately 26.5% employer social security means your total cost per hire is predictably higher than gross salary. A good EOR makes this visible upfront. Oyster charges no termination fees and no hidden setup costs. Total cost of employment equals (gross monthly salary multiplied by 13.92) plus approximately 26.5% employer social security plus Oyster's flat service fee. No asterisks, no hidden fees.
Onboard your Belgian employees in 48 hours
How fast your EOR can get you hiring in Belgium
Oyster's onboarding timeline: submit hire details, Oyster classifies the role under CBA 200, generates a Dutch-language employment agreement, files DIMONA before the start date, enrolls in private health insurance and eco vouchers, and confirms payroll setup. All via one platform.
Belgium's DIMONA requirement means speed and compliance are inseparable. A slow EOR creates legal risk, not just inconvenience. For complex hires requiring non-EEA work permits, work permit applications average six weeks in Belgium by region. Oyster can provide visa support where available. Contrast this with entity setup, which takes weeks minimum. Oyster's dedicated in-house specialists manage any Belgian-specific questions that arise during onboarding.
Compare EOR providers for your Belgium hiring
How Oyster compares to other EORs in Belgium
Belgium's complexity rewards providers with genuine in-country legal entities and specialist knowledge over those routing employment through third parties.
- Oyster vs. Deel: Oyster gives you an in-house team of country specialists and HR experts who understand your context. Deel is more product-led, with support often reliant on AI and chatbots. Oyster is B Corp certified.
- Oyster vs. Remote: Oyster provides a dedicated point of contact backed by a team of specialists. Remote offers more self-serve support, often via email or chat, with access to experts priced as an add-on. Oyster charges no termination fees.
For buyers already evaluating Remote or Deel, the distinction is this: Oyster's Belgian entity and B Corp certification mean your employee is genuinely cared for, not just processed.
Hire your first Belgian employee with Oyster
Book a demo and start hiring in Belgium
You now have everything you need to understand how an EOR works in Belgium. Book a Demo and your first Belgian employee can be onboarded in as little as 48 hours.
Oyster as your hiring partner in Belgium
If you want the freedom and flexibility to hire not just in Belgium, but around the world, you might consider working with a global employment platform like Oyster rather than working with different EOR providers for different countries.
Oyster’s automated platform is built for end-to-end compliance, from generating locally compliant agreements to payroll, benefits, equity, and more. Our team of legal and HR experts help you remain compliant, and our services cover more than 180 countries—which means you have access to top-tier talent around the world. When you’re looking to hire across borders, make us your one-stop shop for international hiring guidance and support.
Learn more about how Oyster can help you build a global team with world-class talent.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
