EOR Belgium: Ultimate Guide on Employer of Record 2025

Belgum’s diverse labor force, its open market economy, and its favorable location in Europe have surely made it one of the most attractive places to do business. However hiring international employees in Belgium could become quite risky especially if you are unfamiliar with the local payroll, benefits, taxes, and compliance. You will have to start by opening up your own entity which is quite a time-consuming and costly process that could be challenging if you don’t know about how to get started. This is when an EOR Belgium could be your friend. An EOR will help you by taking on the legal tasks and making hiring an easy task.

Table of Contents

1. Overview of Belgium
2. What is an Employer of Record in Belgium?
3. EOR Belgium vs Legal Entity
4. Use Cases for EOR in Belgium
5. Laws and Compliance to Hire Employees in Belgium
6. Best EOR Companies in Belgium
7. What EOR Services are Offered in Belgium?
8. How to Hire Employees Through an EOR Belgium Partner
9. Taxes in Belgium
10. CTC Calculator for Hiring Employees in Belgium
11. Key Considerations While Hiring Employees through EOR in Belgium
12. Employee Benefits in Belgium
13. Termination Procedures in Belgium
14. How to Choose the Right EOR Belgium Services
15. Benefits of Working With an Employer of Records Service Provider in Belgium
16. Visa Types in Belgium
17. Risks or Drawbacks of EOR Belgium
18. How Does Employer of Record Belgium (EOR) Services Differ From Usual HR Software?
19. How Much Does it Cost to Avail Services Under EOR Belgium?
20. Conclusion: EOR Belgium
21. FAQs – EOR Belgium

Overview of Belgium

Belgium is located right in the heart of Europe which presents a compelling landscape for businesses that are trying to expand internationally. Its robust economy, skilled workforce, and favorable business environment make it quite an attractive destination to look for employees.

Business environment

As one of the founding members of the EU, Belgium tends to offer businesses access to the vast European market. It is also quite well developed especially in its infrastructure, including excellent transportation networks and modern ports, which facilitate logistics and trade. The country also has a stable regulatory and political environment that fosters investor confidence.

Economic landscape

Belgium tends to boast a highly developed and diversified economy with strengths in sectors such as automotive, IT, pharmaceuticals, manufacturing, and chemicals. Its open market and strong trade links within the European Union tend to contribute to its economic stability.

Labor market

Belgium’s labor market is characterized by a highly skilled and multilingual workforce. Strong legal protections for employees are also in place which ensures fair working conditions. There is also a growing trend towards indulging in remote work which offers a lot of businesses flexibility in their hiring strategies.

Why Belgium for Expansion?

Belgium offers several advantages for businesses looking to expand internationally:

• As an EU member, Belgium provides seamless access to the European single market.
• Its central location in Europe makes it an ideal base for reaching other European markets.
• A highly educated and multilingual workforce is available.
• Belgium offers various tax incentives to attract foreign investment.

What is an Employer of Record in Belgium?

An EOR tends to serve as the legal employer for workers in Belgium. Also quite commonly called as the employer of record this role involves management of various aspects of employment including strict adherence to local labor laws and regulations, tax compliance, payroll processing, creation of employment contracts, and employee benefits.

The EOR Belgium is usually responsible for the following:

• Managing the local payroll process
• Providing employees with pay slips
• Ensuring compliance with Belgian employment laws
• Distribution of salary payments to workers

With an EOR in Belgium, it is possible to eliminate the need for a separate legal entity setup. The EOR services also ensure a legal presence, compliance, and protection of intellectual property which allows your business to do its best. You could also facilitate global mobility and work visas while building a diverse and efficient global workforce.

EOR Belgium vs Legal Entity

When you take a look at the EOR vs legal entity differences it becomes much clearer as to which one is the best option for you. The following table lists out everything you need to know about the difference between a Belgium EOR vs legal entity.

Feature	EOR Belgium	Legal Entity Belgium
Setup Time	Fast; employees can be hired within days or weeks.	Lengthy; can take several months due to registration and legal processes.
Cost	Lower initial investment; ongoing service fees.	Significant upfront costs for registration, legal counsel, and administrative setup.
Legal Compliance	EOR assumes responsibility for compliance with Belgian labor laws.	The company is fully responsible for all legal and tax compliance.
Control Over Operations	Less direct control over HR and administrative functions.	Full control over all aspects of operations, HR, and administration.
Risk	Lower risk related to compliance with local labor laws.	Higher risk of non-compliance if local laws are not properly understood and adhered to.
Market Entry	Ideal for testing the market, short-term projects, or initial expansion.	Suitable for long-term commitment and significant market presence.
Administrative Burden	There is minimal administrative burden on the company.	Significant administrative burden for managing payroll, taxes, benefits, and compliance.

Use Cases for EOR in Belgium

Companies no matter which industry they belong to may need the use of an employer of record. Even a small business that isn’t currently hiring new employees could also make use of an employer of record in Belgium to manage their HR concerns and payroll. This could be helpful, especially for small businesses that have limited resources where the staff doesn’t have much time, knowledge, or experience needed to manage the task by themselves.

However, an EOR is usually used by staffing firms or by corporate talent acquisition entities that highly rely on contract staffing to fill out the positions. Back-office responsibilities could also become huge for these larger organizations which could incur heavy costs especially if a business were to attempt to handle them on its own.

In either situation, ensuring that the employees are appropriately classified and paid and that all HR concerns are adequately handled should be an absolute requirement. There are also significant consequences for companies that fail to fulfill employer obligations.

Laws and Compliance to Hire Employees in Belgium

Businesses can only operate smoothly in Belgium if they comply with local labor laws such as drafting compliant employment contract agreements and meeting taxation and payroll obligations. Here is a detailed explanation regarding the laws and regulations in Belgium which will help avoid any compliance issues.

Employment Contracts

In Belgium, while indefinite employment contracts do not really require written form by law, it is still considered to be the best practice to have a written contract that outlines the basic employment terms including the following:

• Identification of both parties
• Date of start
• Workplace
• Description of the job duties and responsibilities
• Training and non-compete agreements
• Base salary and additional benefits or compensation

Working Hours

The standard working week in Belgium is 38 hours after which overtime pay tends to apply.  Employers could also implement flexible schedules surpassing 38 hours per week given that the yearly or quarterly average remains at 38 hours. Some sectors might also have lower weekly limits as per the collective agreements.

Overtime

An employee could agree to an annual maximum of 120 hours of overtime. Overtime work is compensated either through time off or through pay which is 50% of the salary for weekdays and Saturdays whereas it is 100% for public holidays and Sundays.

Suggested Read: EOR India- A Detailed Guide on Employer of Record 2024 

Best EOR Companies in Belgium

Several reputable EOR providers offer services in Belgium, each with varying strengths and specializations that you can check out. However, when it comes to you choosing an EOR, it’s essential to consider factors like their experience with Belgian labor law, their service offerings, technology, and customer support. Some leading EOR providers operating in Belgium include:

1. Deel: Deel is a well-known global HR platform that includes robust EOR services. They are known for their user-friendly technology and efficient onboarding processes.
2. Remote: Remote specializes in facilitating global remote work and offers comprehensive EOR solutions in Belgium, focusing on compliance and streamlined payroll.
3. Asanify: Asanify provides comprehensive global expansion solutions, including multiple EOR services in Belgium and expertise in managing international workforces.

What EOR Services are Offered in Belgium?

These EOR providers typically offer a comprehensive suite of services designed to simplify international hiring and management:

• Payroll and Tax Administration: This includes calculating and processing payroll. The EOR also handles tax withholdings and filings. It also ensures there is compliance with Belgian tax regulations.
• Employee Onboarding: EORs help draft compliant employment contracts while also managing the onboarding process and ensuring all necessary paperwork is completed.
• Benefits Administration: They tend to manage all employee benefits such as health insurance, statutory benefits, and retirement plans that are required in Belgium.
• HR Assistance: Some of the EORs tend to offer additional HR support such as employee relations, performance management, and offboarding processes.

How to Hire Employees Through an EOR Belgium Partner

Hiring employees in Belgium through an Employer of Record (EOR) typically involves the following steps:

Step 1 – Choose an EOR Partner

The first step is selecting an EOR provider with demonstrated experience in Belgian labor laws and HR practices. This is crucial for ensuring compliance and a smooth hiring process.

Step 2 – Define Employee Roles and Compensation

Clearly define the roles, responsibilities, and compensation packages for the positions you’re looking to fill. This includes salary, benefits, and any other relevant terms of employment.

Ste 3 – EOR Drafts Compliant Contracts

The EOR will then draft legally compliant employment contracts that adhere to Belgian labor regulations, including provisions for working hours, vacation time, and termination procedures.

Step 4 – EOR Manages Onboarding and Payroll

The EOR handles the onboarding of new employees, managing all necessary paperwork, tax registrations, and benefits enrollment. They also take care of ongoing payroll processing, ensuring accurate and timely payments.

Step 5 – Monitor Progress with EOR Tools

Most EOR providers offer online tools and dashboards that allow you to monitor the hiring process, track payroll, and access employee information. This provides transparency and control over your international workforce.

Remote EOR Employee Onboarding Checklist for Belgium

Onboarding Step	Responsibility	Details
Before Offer Letter
Collect Employee Details	Company	Gather necessary details like name, DOB, contact info, address, previous employment documents, etc.
After Offer Letter
Draft Employment Contract	EOR	Create localized employment agreements compliant with German labor laws and regulations.
Background Verification	EOR	Conduct background checks with informed consent from the new hire.
Welcome Email	Company & EOR	Company sends a welcome email; EOR manages the local onboarding process.
On Joining Day
Employment Documentation	EOR	Ensure all paperwork like contracts, NDAs, tax forms, and other required compliance documents are completed.
Payroll Setup	EOR	Collect required documents and set up payroll systems, tax calculations, and social contributions.
Policy Briefing	Company	Explain leave policies, workplace code of conduct, company processes, and procedures.
Account Setup	EOR	Assist in setting up bank accounts for salary deposits as per German requirements.
Introduction to Systems	EOR	Provide an overview of payroll systems, HRIS platforms, and other HR tools.
IT Setup	Company/EOR	Deliver necessary equipment, software access, and IT training for smooth operations.
Mentor Assignment	Company	Assign a buddy or mentor to help the new hire adapt to company culture and processes.
Post-Onboarding
Payroll Explanation (First Paycheck)	EOR	Explain payslip components like gross salary, tax deductions, social contributions, and net pay.
Ongoing Support	Company	Conduct regular check-ins and 1:1 meetings to address concerns, offer support, and share feedback.
HR Operations	EOR	Manage ongoing payroll processing, statutory compliance, benefits administration, and HR tasks.

Taxes in Belgium

The social security tax share for employees consists of 13.07% of the gross compensation. This has no cap and the share for the employer is considered to be around 27%. Social security tax is deductible when determining the total taxable income. For example, a foreign employee is on a short-term assignment in Belgium but has the benefits of social security schemes in their native country. In that case, the Belgian social security contributions could be exempt. This is based on the agreement Belgian social security has made with the native country of the claimant.

The social security contribution amount ranges from EUR 9.30 to EUR 60.94 monthly. The contribution is made based on a monthly deduction from the total salary. Such social security contributions will have no tax deductions. The highest amount a family could have due on a year-on-year basis would be EUR 731.28.

CTC Calculator for Hiring Employees in Belgium

Understanding the Total Cost to Company (CTC) is essential for budgeting when hiring in Belgium. Here’s a guide to calculating CTC.

The CTC in Belgium encompasses more than just the employee’s gross salary. It includes various employer contributions and statutory benefits. These typically consist of the gross salary, employer social security contributions which cover areas like pensions, healthcare, and unemployment, contributions to various other funds like holiday pay reserve, and potentially other benefits provided by the employer.

Example Calculation

To illustrate, let’s consider a mid-level employee in Belgium with a gross annual salary of €60,000. Employer social security contributions in Belgium are significant, generally around 25-30% of the gross salary.

This is a simplified example, and it is crucial to consult with a local payroll specialist or use a specialized calculator for a precise calculation as other factors can influence the final CTC. This will include things like meal vouchers, group insurance, and other benefits.

Key Considerations While Hiring Employees through EOR in Belgium

Hiring employees in Belgium, even through an EOR, requires careful consideration of several key factors to ensure compliance with local regulations and maintain positive employer-employee relationships. Here’s a breakdown of the most important aspects:

Contracts and Compliance

An employment contract for an employee hired from Belgium could be present both in written and verbal form. In written form, the agreement should be present in either German, French, or Dutch as per the employer’s operation location.

Working hours and benefits

The work week on average is for 38 hours. The Belgian labor law does not mention any rule regarding overtime work. However, more employees do work overtime as per their understanding of the employer. The typical work day spans for eight hours and the work days are from Monday to Friday.

Working more than 11 hours daily and 48 hours weekly is considered to be illegal. You need to work for a year before you get any holiday entitlement. Post this period the entitlement is calculated according to the number of months you had been on the job since last year. After completing a calendar year, employees get at least 20 days of vacation. Belgium also consists of ten national holidays for religious and regional holidays.

Termination laws

Belgium has strict termination procedures, and it’s crucial to be familiar with them to avoid legal disputes. These procedures often involve specific notice periods, severance pay calculations, and justifications for termination. The EOR should be well-versed in these regulations and guide the termination process accordingly. For example, since 2014, the Unified Employment Status Act has abolished the need for trial periods or probation which are no longer allowed in Belgium.

Employee Benefits in Belgium

When negotiating an employment contract in Belgium, it’s important to be aware of statutory benefits and paid leave requirements. An Employer of Record (EOR) can assist with navigating these complexities and supporting your company’s benefits strategy.

Maternity Leave

Female employees are entitled to paid maternity leave. This includes six weeks of prenatal leave (or eight weeks for multiple births), taken immediately before the expected delivery date. Postnatal leave is nine weeks, plus any unused prenatal leave. Employees can choose to defer up to two weeks of prenatal leave to be taken within the first eight weeks after returning to work.

Vacation

Vacation entitlement is earned based on the previous year’s work. Full-time employees receive four weeks of paid vacation annually. Part-year employees receive prorated vacation time. Unused leave cannot be carried over. 

Vacation pay for blue-collar workers is managed by the holiday fund or the National Office for Annual Leave and is calculated based on the previous year’s earnings (approximately 15% of salary). White-collar employees receive vacation pay directly from their employers, including the standard pay and a supplement equal to one-twelfth of 92% of their gross salary.

Holidays

Employees are entitled to paid time off for ten national holidays. If a public holiday falls on a weekend, employees receive an additional day off, usually the following working day.

Sick Leave

Sick leave entitlement varies depending on whether the employee is classified as blue-collar or white-collar. Blue-collar workers with at least 30 days of prior employment are entitled to up to 30 days of sick leave. During this time, they receive partial pay, with the first seven days at 100% of their normal salary which is paid by the employer, days 8 through 14 at 85.88%, and days 15 through 30 calculated based on salary and health insurance benefit limits.

White-collar workers tend to receive 100% pay for up to 30 days of sick leave. If an employee relapses within 14 days of returning to work, they are not entitled to a new period of sick leave benefits, unless it’s for a new illness or injury.

Health Coverage

Belgium has a mandatory social security system managed by the National Social Security Office, with contributions from both employers and employees. This system provides health and disability insurance, family allowances, workers’ compensation, unemployment insurance, and old-age and survivors’ benefits.

Additional Benefits

In addition to mandatory benefits, employers may offer supplementary benefits like additional pension contributions or life insurance. Employer social costs cover a significant portion of employee benefits in Belgium, but consulting with a benefits specialist is recommended to explore supplemental coverage options.

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Termination Procedures in Belgium

 In Belgium, employment agreements can be terminated by providing a notice period or offering compensation in lieu of notice. Employees who believe their dismissal was unjustified have the right to challenge it in court, potentially receiving additional compensation if the court rules in their favor. Termination can occur due to several reasons: economic or business-related layoffs, immediate dismissal for serious misconduct, or unsatisfactory performance.

Notice Periods in Belgium

The required notice period in Belgium depends on the employee’s length of service. For employer-initiated terminations, the notice period ranges from one week (for employees with less than three months of service) up to 66 weeks (for employees with 25 years of service or more). Employee-initiated resignations require a shorter notice period, ranging from one week (for less than three months of service) up to a maximum of 13 weeks (for eight or more years of service).

Severance Pay in Belgium

Severance pay in Belgium is only applicable when the employer terminates the employee without providing the required notice period. In such cases, the employer must compensate the employee for the period they would have worked during the notice period.

How to Choose the Right EOR Belgium Services

Make sure you look at the following qualities of your EOR services before you choose which option is the best suited for your business.

Right knowledge about legal compliance

A competent EOR partner should possess a team well-versed in the specific labor laws and regulations of the markets you intend to operate in or hire talent from. An inexperienced partner may incur additional time and costs researching unfamiliar legal frameworks, potentially exposing your company to non-compliance, fines, legal fees, and reputational damage. Choosing an EOR with in-depth local knowledge is crucial for maintaining compliance in your target markets.

Transparent Pricing

Transparency in pricing is a vital factor when selecting a global EOR provider. Be wary of hidden fees, markups, or additional charges beyond the initial quotes, such as setup or termination fees. These unexpected costs can significantly impact your budget. It is essential to request a comprehensive breakdown of all pricing elements upfront from any prospective EOR.

Assistance in services

Regardless of the size of your international workforce, you should expect prompt responses and dedicated support from your EOR partner. Prioritize EORs that offer a dedicated account manager instead of relying solely on automated systems like chatbots or guidebooks. A responsive partner with the expertise and availability to address your questions and provide timely support to your workforce in their local languages and time zones is essential.

Track record of success

If an EOR promises expertise, transparent pricing, and responsive support, it’s crucial to verify their claims. Review testimonials on unbiased platforms and speak with references to confirm existing client satisfaction. Requesting references from businesses with similar goals, budgets, industry, and talent profiles can provide valuable insights into the EOR’s suitability for your specific needs.

Operation in the selected country

Partnering with a global EOR that covers all your current and potential future hiring locations is crucial. Engaging multiple EORs for different countries can create unnecessary complexity. Choose an EOR partner with a broad global reach to accommodate your present and future international hiring needs.

Benefits of Working With an Employer of Records Service Provider in Belgium

Compliance and Legal Expertise

One of the most significant advantages of partnering with an EOR is gaining access to their deep expertise in Belgian labor laws and compliance requirements. Belgium’s labor laws are complex and regularly updated, making it difficult for foreign companies to remain compliant. An EOR provider ensures that your business meets regulations related to payroll taxes, social security, contracts, and employment protections, helping avoid legal risks and fines.

Time and Cost Efficiency

Hiring employees in Belgium through an EOR can save businesses considerable time and money. The EOR manages all administrative responsibilities, including payroll processing, tax compliance, and benefits management, enabling you to focus on your core business. Without setting up a local legal entity, companies save on incorporation, office leasing, and operational overheads.

Swift Market Entry

An EOR enables companies to quickly enter the Belgian market without having to go through the legal complexities of establishing a local entity. With an EOR Belgium Partner, you can start hiring talent and operating within days, rather than waiting months for legal setup. This fast-track entry is ideal for testing new markets or launching pilot teams in Belgium.

Local HR Support

An EOR provides local HR support, which is crucial when managing employees in a foreign jurisdiction. The EOR partner is familiar with Belgian employment culture, language, and legal nuances. They manage key HR functions such as onboarding, addressing grievances, and ensuring employee satisfaction, promoting effective workforce engagement and compliance.

Flexibility and Scalability

Partnering with an EOR gives your business the flexibility to grow or reduce headcount in Belgium as needed. Whether scaling up during expansion or scaling down during restructuring, the EOR adjusts hiring, payroll, and compliance accordingly. This agility makes workforce management more efficient and strategic.

Risk Mitigation

An EOR helps reduce risks related to Belgian employment law, including disputes over wages, working hours, or termination. By serving as the legal employer, the EOR takes on compliance responsibilities, shielding your company from potential legal claims. This reduces employment-related liabilities and regulatory exposure in Belgium.

Cost Efficiency

By outsourcing HR and administrative operations to an EOR, businesses significantly lower costs associated with legal compliance, payroll, HR, and benefits. The EOR manages all essential employment functions, removing the need to hire internal legal and HR teams, and offering a cost-effective model for foreign companies entering Belgium.

Mitigating Cultural and Language Barriers

Cultural and language differences can pose challenges when working in Belgium. An EOR partner bridges these gaps by offering local expertise and managing effective communication with Belgian employees. They help align company goals with local expectations, improving employee experience and enhancing retention.

Focus on Core Business Activities

Delegating HR and legal duties to an EOR Belgium Partner enables your team to prioritize core functions like product development, sales, customer support, and marketing. With operational tasks and compliance handled by the EOR, your leadership can focus on driving business growth, efficiency, and innovation in Belgium.

Visa Types in Belgium

Asanify simplifies this process by providing comprehensive support for obtaining the necessary visas and work permits for your employees. Our experienced team guides you through the entire process, ensuring compliance with Belgian immigration laws and regulations. We handle the paperwork, document verification, and liaising with relevant authorities, allowing you to focus on your core business objectives.

If you prefer to handle the visa and work permit process independently, here’s a step-by-step guide:

Visa Application Process:

The visa application process for foreign nationals wishing to work in Belgium involves several key steps. It begins with securing a job offer from a Belgian company or a business partner. After this, the employer must apply for a work permit through the regional authorities. The applicant must then apply for a type D long-stay visa at the Belgian Embassy or Consulate in their home country. The application usually requires submitting the job contract, proof of qualifications, passport, and other supporting documents. Once the visa is approved, the foreign employee can travel to Belgium and begin their employment.

Work Permit (Type D Visa) Requirements:

A work permit is required for non-EU nationals who wish to work in Belgium for more than 90 days. The key requirements for obtaining a work visa include:

• A valid passport with at least six months of validity.
• Proof of a confirmed job offer from a registered company in Belgium.
• Details of the job position, salary, and signed employment contract.
• The employee’s qualifications must match the job requirements.
• The Belgian employer must submit the work permit application to the relevant regional authority.
• A labor market check may be conducted to confirm no suitable candidate is available within the EU.

Authorities typically issue the visa for one year, and it may be renewed based on the job contract, company needs, and employee performance.

Foreigner Registration:

Foreign nationals on a long-term visa (over 90 days) must register with the local municipality (commune/gemeente) within eight days of arriving in Belgium. The registration process includes submitting documents such as a passport, visa approval, proof of residence, and employment details. Failing to register on time may lead to legal issues or delays in receiving the residence permit.

Risks or Drawbacks of EOR Belgium

1. Limited Control

One of the main drawbacks of using an EOR in Belgium is the limited control over employees’ day-to-day activities. Since the EOR is the legal employer, they manage payroll, compliance, HR administration, and related tasks. This can reduce direct oversight by your company, making it harder to maintain internal culture, alignment with core values, and consistent workflows within your teams.

2. Potential Cultural Differences

Belgian workplace norms and communication styles may differ from those in your company’s home country. While EOR providers help bridge cultural gaps, businesses unfamiliar with Belgium’s labor practices may face challenges in adjusting to local expectations, collaboration styles, or employee behavior. These differences can affect how smoothly employees integrate into your company culture.

3. Cost

While EOR Belgium services eliminate the need to incorporate locally, they do carry a cost. Service providers charge management fees that may be higher than direct hiring—especially for small teams. Businesses must analyze the return on investment to ensure the benefits of outsourcing outweigh the service costs involved in a long-term partnership.

4. Data Security and Confidentiality

Working with an EOR involves sharing sensitive employee and business data with a third party. This raises valid concerns about confidentiality and data protection. Reputable EOR providers in Belgium adhere to the EU’s strict GDPR standards, but companies must still verify data security policies to protect personal and payroll data from unauthorized access or misuse.

5. Scalability Challenges

Although EORs support business growth, scaling up quickly can pose operational challenges. In some cases, EOR providers may not be able to onboard large numbers of employees simultaneously, affecting service quality. As your presence in Belgium grows, you must evaluate whether the EOR has sufficient infrastructure to manage workforce expansion efficiently.

6. Communication Challenges

Despite having local presence and expertise, communication issues can arise when working with an EOR based in another country. Time zone differences, varying response expectations, and language barriers may lead to delays or misunderstandings. Consistent communication and clear service-level agreements are vital to ensure smooth coordination between your team and the EOR partner.

How Does Employer of Record Belgium (EOR) Services Differ From Usual HR Software?

1. Employer of Record (EOR)

An Employer of Record (EOR) offers a complete solution for businesses seeking to hire employees in Belgium without forming a legal entity. The EOR becomes the legal employer and takes care of HR compliance, payroll, tax reporting, benefits, and labor law adherence. This structure enables companies to legally employ staff in Belgium and meet all local regulatory obligations through one service provider.

Key responsibilities of an EOR include:

• Payroll management and tax filing
• Drafting contracts and administering employee benefits
• Ensuring full compliance with Belgian labor laws
• Managing legal risks and handling statutory reporting

A Belgium-based EOR offers an all-in-one employment solution to help companies access the local workforce while avoiding the complications of incorporation and entity setup.

2. HR Software

HR software is a digital tool used to automate and manage HR tasks such as attendance, onboarding, performance tracking, and employee databases. However, it does not serve as a legal employer. It is most effective for companies that already have a local entity and HR team in place. HR software cannot provide legal coverage for employment in Belgium.

Key features of HR software include:

• Employee records and process automation
• Time tracking and performance management
• Onboarding and recruitment workflows
• Payroll input and analytics tools

HR software helps improve internal efficiency but does not address legal employer responsibilities. For companies expanding into Belgium, only an EOR can meet the compliance and legal hiring requirements.

How Much Does it Cost to Avail Services Under EOR Belgium?

Scope of Services

The cost of EOR Belgium services depends on the level of support needed. While some companies may only require payroll and basic compliance, others seek broader packages with legal advisory, benefits management, onboarding, and employee support. Comprehensive services typically result in higher monthly charges.

Employee Strength

The number of employees managed by the EOR is a key pricing factor. Most EORs charge per employee per month, with bulk pricing for larger teams. If your team in Belgium is small, per-employee fees can be relatively higher. Larger teams benefit from volume discounts and customized support.

Complexity of Employment Regulations

Belgium’s employment laws involve collective agreements, sector-based rules, and social contributions. EOR providers may charge more when servicing highly regulated industries or job roles with specific legal requirements. These complexities require added compliance checks and expert review, which increase service costs.

Customization and Additional Services

EOR providers may offer optional add-ons like expat support, relocation services, equity handling, or enhanced benefits packages. These custom features raise costs but can add value for companies seeking tailored workforce management solutions in Belgium’s highly structured labor market.

Technology Infrastructure

Top-tier EOR providers offer digital platforms that centralize employee records, contracts, payroll, and compliance reports. Providers using secure, user-friendly software systems often charge premium fees for access, maintenance, and integrations that improve administrative visibility and employee satisfaction.

Pricing Models and Contract Terms

Most EOR Belgium providers use monthly per-employee pricing, but some may offer flat-fee or performance-based models. Contract length also influences pricing—long-term contracts tend to offer better rates. Some providers may include setup or exit fees for specialized legal or HR services beyond the core scope.

Conclusion: EOR Belgium

The Employer of Record (EOR) Belgium model is an invaluable tool for businesses seeking to hire and manage employees in Belgium without the complexities of setting up a local entity. By partnering with an EOR Belgium provider, businesses can ensure compliance with Belgium’s detailed labor regulations, streamline HR functions, and mitigate risks associated with payroll, taxation, and employee benefits administration. With benefits such as swift market entry, risk management, and scalability, the EOR model offers businesses a cost-effective, flexible, and efficient solution for workforce management in Belgium.

For companies looking to enter the Belgian market or expand their global workforce, partnering with an EOR Belgium provides both strategic and operational support. The EOR service handles the legal and administrative complexities of hiring in Belgium, from legal and regulatory compliance to employee benefits and payroll, allowing businesses to focus on their core activities and growth.

FAQs – EOR Belgium

1. What is an Employer of Record in Belgium and how does it work?

An EOR is a third-party company that legally employs workers on behalf of another company in Belgium. The EOR handles all your payroll, taxes, benefits, and compliance, while you handle the employee’s daily work.

2. What are the benefits of using an EOR in Belgium?

Out of all the benefits that you could get include faster market entry, simplified HR management, compliance with Belgian labor laws, and reduced administrative burden.

3. How much does it cost to hire employees through an EOR in Belgium?

Costs will highly vary depending on the EOR provider, the employee’s salary, and the services you require. It’s typically a monthly fee per employee that you need to pay.

4. Can I convert freelancers to full-time employees using an EOR in Belgium?

Yes, an EOR can help you with the compliant conversion of freelancers or contractors to full-time employees.

5. How does an EOR ensure compliance with Belgian labor laws?

EORs are legal experts who have expertise in Belgian labor law, handling contracts, payroll, benefits, and ensuring compliance with regulations like working hours, leave, and termination procedures.

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.