Learn the steps, compliance rules, salary structures, and total costs to successfully hire remote teams in Belgium. This guide offers insights into the country’s employment landscape, in-demand skills, cost factors, and the advantages of using an Employer of Record (EOR).
Belgium is emerging as a key hub for remote hiring in 2025. With a multilingual workforce fluent in Dutch, French, and English, a strong economy anchored in technology, logistics, and finance, and seamless connectivity to the rest of Europe, Belgium offers companies a robust talent pool. The country’s supportive legal framework for remote work and the availability of skilled employees make it an attractive choice for global businesses.
Table of Contents
- Overview of Belgium for Remote Hiring
- Leading Industries Driving Employment in Belgium
- Industry Landscape Snapshot
- Cost of Living for Remote Employees in Belgium
- In-Demand Skills in Belgium (2025)
- Key Legal Considerations for Hiring in Belgium
- Payroll and Tax Compliance in Belgium
- Salary Ranges for Remote Roles in Belgium
- Steps to Hire a Remote Team in Belgium
- Total Cost of Hiring Remote Employees in Belgium
- How Can Asanify Simplify Hiring Remote Team in Belgium?
- Conclusion
- FAQs
Overview of Belgium for Remote Hiring
Belgium sits at the heart of the European Union, making it strategically ideal for companies seeking to hire and manage distributed teams across Europe. The country’s workforce is highly educated, with strong technical and analytical capabilities. Belgium’s infrastructure—high-speed internet, co-working spaces, and remote-friendly corporate culture—further enhances its appeal for global remote operations.
Additionally, Belgium’s stable political environment and comprehensive social security system give employers confidence in long-term planning.
Leading Industries Driving Employment in Belgium
Key industries leading hiring demand in 2025 include:
- Technology and IT Services: Software engineering, data science, and cybersecurity are major growth areas.
- Pharmaceuticals and Life Sciences: Belgium is a leading pharmaceutical research and manufacturing hub in Europe.
- Logistics and Transportation: Due to its location and ports like Antwerp, logistics companies thrive.
- Finance and Banking: Brussels is home to many European financial institutions.
These industries are expected to remain competitive, offering diverse opportunities for remote teams.
Industry Landscape Snapshot
Belgium’s economy features a mix of multinational corporations, small and medium-sized enterprises (SMEs), and a growing startup ecosystem. Many startups are tech-driven, leveraging Belgium’s talent to deliver solutions in AI, SaaS, and fintech. The country also fosters innovation through government incentives for R&D, especially in biotech and advanced manufacturing.
Remote work adoption is accelerating in these sectors, allowing global companies to tap into Belgian expertise without setting up local offices.
Cost of Living for Remote Employees in Belgium
Belgium offers a moderate cost of living compared to Western Europe, with expenses varying by city. Brussels and Antwerp are costlier due to their international presence, while cities like Ghent and Liège provide more affordable living. Understanding these costs helps companies set competitive salaries and design appealing compensation packages for remote employees.
| Expense Category | Typical Monthly Cost (€) | Notes |
|---|---|---|
| Housing | €800 – €1,200 | Higher in Brussels and Antwerp; lower in Ghent and Liège |
| Utilities | €150 – €250 | Includes electricity, water, and heating |
| Transport | €50 – €75 | Public transport is widely available and cost-efficient |
| Food & Groceries | €300 – €450 | Depends on dining habits and family size |
| Leisure & Miscellaneous | €150 – €300 | Covers entertainment, gym, and personal expenses |
Overall, these costs make Belgian remote employees competitive compared to workers in countries with higher living expenses, while still maintaining a comfortable European lifestyle.
In-Demand Skills in Belgium (2025)
Belgium’s top skills align with the needs of global employers:
- Technology: Software development, cloud computing, cybersecurity
- Data Analytics: Data science, machine learning, business intelligence
- Finance & Accounting: IFRS, EU taxation, corporate finance
- Multilingual Customer Support: Dutch, French, English, and German
- Life Sciences & Engineering: R&D, chemical engineering, clinical research
These skills are vital for companies hiring across IT, finance, and global support functions.
Key Legal Considerations for Hiring in Belgium
Hiring in Belgium requires strict adherence to labor laws and regulatory frameworks to ensure compliance. Employers must follow rules related to employment contracts, social security, taxation, and worker classification. Failure to meet these legal obligations can result in penalties, audits, and reputational risks. Properly understanding Belgian employment regulations helps businesses hire efficiently and avoid legal complications.
Employment Laws
Belgium has comprehensive employment laws that protect workers’ rights and govern employer obligations. Employers must comply with local labor codes covering wages, leave, workplace safety, and anti-discrimination policies. Non-compliance can lead to fines, legal disputes, or operational disruptions.
- Employers must follow Belgian Labor Code provisions on employee protection.
- Mandatory adherence to social security and tax regulations.
- Strong employee rights regarding leave, notice periods, and collective bargaining.
- Non-compliance can result in inspections, fines, or court action.
Work Hours and Overtime
The standard Belgian workweek is 38 hours, typically spread over five days. Overtime is strictly regulated and only permitted in specific situations, requiring either premium pay or compensatory rest. Employers must track hours carefully to avoid violations.
- Standard weekly work hours: 38 hours across 5 days.
- Overtime requires prior justification and compliance with labor rules.
- Compensation includes higher hourly pay or additional time off.
- Work hour violations can lead to audits or penalties.
Employment Contracts
Written employment contracts are mandatory in Belgium to clarify job expectations and prevent disputes. Contracts must specify job title, salary, benefits, working hours, and termination conditions. Fixed-term, indefinite, and temporary contracts each have distinct legal requirements.
- Contracts must clearly state job role, responsibilities, and salary.
- Include benefits, working hours, and leave entitlements.
- Termination clauses must comply with Belgian labor laws.
- Different rules apply to fixed-term vs. indefinite contracts.
Worker Classification
Correctly classifying employees and independent contractors is critical to compliance. Misclassification can lead to retroactive social security contributions, tax liabilities, and fines. Employers must assess factors like control, dependency, and exclusivity when hiring.
- Employees are subject to company control and receive full benefits.
- Contractors operate independently and manage their own taxes.
- Misclassification can trigger audits, fines, and back payments.
- Clear contracts and role definitions reduce compliance risks.
Payroll and Tax Compliance in Belgium
Employers in Belgium must adhere to strict payroll and tax regulations to ensure accurate employee compensation and statutory contributions. This includes withholding income tax, paying social security contributions, and filing timely reports with authorities. Non-compliance can lead to financial penalties, audits, and legal liabilities, making robust payroll processes essential for businesses operating in Belgium.
Payroll Taxes and Deductions
Employers in Belgium are required to deduct personal income tax, social security contributions, and healthcare insurance premiums from employee salaries. These deductions ensure compliance with Belgian tax and social security laws. Accurate withholding and timely remittance are crucial to avoid penalties.
- Withhold personal income tax (PAYE) based on progressive tax rates.
- Deduct social security contributions for pensions, unemployment, and health.
- Include mandatory healthcare deductions in payroll processing.
- Submit all withholdings to the National Social Security Office (NSSO).
Employer Contributions
Belgian employers must contribute approximately 25% of an employee’s gross salary towards social security. These contributions fund pensions, unemployment, work injury coverage, and other social benefits. Timely and accurate payments are essential to maintain compliance and avoid fines.
- Employer contributions cover pension, unemployment, and work accident insurance.
- Average employer social security contribution is around 25% of gross salary.
- Additional contributions may apply in specific industries or sectors.
- Late or incorrect payments can result in audits and financial penalties.
Employee Benefits
Belgium mandates a range of employee benefits, ensuring workers receive comprehensive social and financial protection. These include paid leave, healthcare coverage, and pension schemes. In many sectors, extra perks like meal vouchers, eco-cheques, and travel allowances are standard.
- Paid annual leave and public holidays are legally required.
- Health insurance and pension contributions are mandatory.
- Many employers offer meal vouchers and transportation reimbursements.
- Additional sectoral benefits may include eco-cheques or bonuses.
Using an EOR for Payroll and Compliance
Companies can simplify payroll, tax compliance, and benefits management in Belgium by using an Employer of Record (EOR). An EOR ensures accurate payroll processing, timely tax filings, and adherence to labor laws, reducing the risk of errors and penalties.
- Handles payroll processing and tax filings in full compliance.
- Manages employee benefits and social security contributions.
- Reduces the risk of misclassification or non-compliance penalties.
- Enables faster hiring without setting up a local entity.
Suggested Read: Remote Employees Onboarding Checklist with EOR in Belgium
Salary Ranges for Remote Roles in Belgium
Salaries vary by role, experience, and city. Tech, finance, and analytical roles command higher compensation.
| Role | Average Annual Salary (EUR) | Average Annual Salary (USD) | Notes |
| Software Developer | €50,000 – €65,000 | $55,000 – $72,000 | Varies by experience and tech stack |
| Data Analyst | €45,000 – €58,000 | $49,000 – $64,000 | Demand rising with analytics and BI tools |
| Project Manager | €55,000 – €70,000 | $60,000 – $77,000 | Higher in IT and construction sectors |
| Digital Marketing Specialist | €40,000 – €52,000 | $44,000 – $57,000 | Multilingual marketing is highly valued |
| HR & Payroll Specialist | €42,000 – €55,000 | $46,000 – $61,000 | EOR and payroll compliance expertise in demand |
| Customer Support Executive | €30,000 – €40,000 | $33,000 – $44,000 | Bilingual and trilingual roles earn more |
| Finance & Accounting Analyst | €48,000 – €62,000 | $52,000 – $68,000 | Roles with IFRS and EU tax knowledge pay higher |
Steps to Hire a Remote Team in Belgium
Building a remote team in Belgium requires careful planning, legal compliance, and efficient hiring practices. From defining the right roles to onboarding employees, each step ensures smooth operations and adherence to local labor laws. Following these steps helps global companies hire quickly while avoiding compliance risks.
Define Your Hiring Needs
Clearly outline the roles, skills, and experience required for your remote team in Belgium. Decide whether you need permanent employees, independent contractors, or a blended workforce. This step ensures that your hiring strategy aligns with your business goals and budget.
- Identify specific roles and skill sets required.
- Decide between full-time employees, contractors, or a mix.
- Determine workload, project scope, and budget.
- Align hiring needs with long-term business objectives.
Choose a Hiring Model
Select the hiring model that best suits your operational and compliance requirements. You can directly hire by setting up a local entity, engage contractors for flexible roles, or use an Employer of Record (EOR) to simplify legal obligations.
- Direct hiring requires a Belgian legal entity and full compliance.
- Contractor hiring offers flexibility but carries misclassification risks.
- EOR services handle payroll, compliance, and onboarding without an entity.
- Evaluate cost, speed, and compliance before finalizing a model.
Source and Interview Candidates
Use local and global platforms to find qualified talent for your remote team. Combine online job boards, professional networks, and recruitment agencies to access a diverse candidate pool. Structured interviews help assess skills, experience, and cultural fit.
- Post on Belgian job boards and LinkedIn for maximum reach.
- Partner with local recruitment agencies or global talent marketplaces.
- Conduct video interviews and skill assessments.
- Evaluate both technical expertise and cultural alignment.
Offer Letters and Contracts
Prepare legally compliant offer letters and contracts that meet Belgian labor regulations. Contracts should clearly outline job responsibilities, salary, benefits, working hours, and termination clauses to avoid disputes.
- Include salary, benefits, and leave entitlements as per Belgian law.
- Define working hours, probation period, and notice period.
- Ensure contracts meet social security and tax compliance standards.
- Consider using an EOR to issue fully compliant contracts.
Onboard and Manage Remote Employees
A smooth onboarding process ensures employees are quickly integrated into your remote team. Provide necessary training, access to tools, and clarity on policies. Implement systems for payroll, compliance, performance reviews, and remote collaboration.
- Set up digital onboarding and HR tools for remote employees.
- Ensure payroll, tax, and social security registrations are complete.
- Provide training, communication channels, and performance frameworks.
- Use project management and collaboration tools for remote efficiency.
Total Cost of Hiring Remote Employees in Belgium
| Role | Average Gross Salary (EUR) | Employer Contributions (25%) | Estimated Benefits | Total Employer Cost (EUR) |
| Software Developer | €57,500 | €14,375 | €3,000 | €74,875 |
| Data Analyst | €51,500 | €12,875 | €2,500 | €66,875 |
| Project Manager | €62,500 | €15,625 | €3,500 | €81,625 |
| Digital Marketing Specialist | €46,000 | €11,500 | €2,000 | €59,500 |
| HR & Payroll Specialist | €48,500 | €12,125 | €2,200 | €62,825 |
| Customer Support Executive | €35,000 | €8,750 | €1,500 | €45,250 |
| Finance & Accounting Analyst | €55,000 | €13,750 | €2,800 | €71,550 |
Note: Employer costs include social security contributions and standard benefits; final expenses vary based on city, seniority, and EOR service fees.
How Can Asanify Simplify Hiring Remote Team in Belgium?
Asanify acts as an Employer of Record (EOR), managing payroll, benefits, employment contracts, and compliance for global employers. This allows companies to hire faster by onboarding employees within 1–2 weeks, maintain full compliance to avoid misclassification and tax risks, and achieve cost efficiency by eliminating the need for local legal and administrative setup. Additionally, Asanify handles social security contributions, tax filings, and labor law obligations, ensuring seamless operations across borders. By centralizing HR, payroll, and compliance, it enables businesses to focus on growth while scaling their global teams effortlessly.
Suggested Read: Employer of Record Belgium: A Comprehensive Guide
Conclusion
Belgium is an attractive destination for hiring remote teams thanks to its skilled talent pool, strategic EU location, and stable economic environment. By partnering with an Employer of Record (EOR), global businesses can streamline compliance with Belgian labor laws, accelerate hiring timelines, and manage payroll seamlessly. This approach eliminates the need to establish a local entity while ensuring full legal and administrative compliance.
FAQs
They can register a local entity (e.g., SRL/BV or SA/NV) and follow Belgian labor laws, or use an Employer of Record (EOR) to handle compliant hiring without a local company.
The statutory minimum wage for a 38-hour week is around €2,112/month (~€12.82/hour), though sector agreements often set higher rates.
Salaries are paid via local bank transfer, with payroll tax and social security deducted; EORs can handle this for global employers.
Non-EU nationals require a regional work permit (Type A/B/C) followed by a work visa; documents include the permit decision, contract, insurance, and background checks.
Belgian labor law covers 38-hour weeks, mandatory contracts, 13th-month pay, overtime limits, and regional language requirements.
Yes, including health insurance, paid leave, pension, and in many sectors, meal vouchers or travel reimbursements.
Employers remit monthly withholdings for income tax and social contributions and submit reports to authorities.
Yes, but misclassification risks apply; EORs help ensure proper contractor management.
Total cost includes gross salary, ~25% employer contributions, and benefits; an EOR can simplify calculations.
Asanify manages onboarding, contracts, payroll, tax compliance, and employee benefits for fast, compliant hiring.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
