Belgium has emerged as a leading destination for companies looking to expand in the European Union. With a multilingual workforce, high productivity, and strong legal protections, hiring in Belgium offers strategic advantages for businesses scaling in 2025. However, navigating the country’s legal and compliance framework can be complex—particularly for companies without a local entity. This is where a PEO (Professional Employer Organization) or an Employer of Record becomes a game-changer, enabling seamless workforce expansion while staying fully compliant.
Table of Contents
- What Is a PEO in Belgium?
- PEO vs EOR in Belgium — What’s the Difference?
- Why Use a PEO in Belgium Instead of Setting Up an Entity?
- How a PEO Helps With Payroll, Tax & Benefits
- Belgian Labor Laws Made Simple With a PEO
- Asanify’s Advantage: Modern PEO for Belgium
- When to Choose a PEO Over Other Hiring Models
- What to Look for in a Belgian PEO Partner
- What Does It Cost to Build a Team in Belgium?
- Ready to Hire in Belgium? Here’s What to Do Next
- FAQs
What Is a PEO in Belgium?
A Professional Employer Organization (PEO) is a strategic partner that helps companies manage complex HR functions across borders. Acting as a co-employer, a PEO like Asanify takes over essential tasks such as:
- Payroll administration
- Local compensation and currency conversion
- Statutory and supplementary benefits management
- Compliance with local labor laws
- Drafting and maintaining employment contracts
- HR documentation and filings
This model is ideal for startups, SMBs, and fast-scaling companies that want to expand globally—without the overhead of setting up a local entity.
With Asanify’s PEO services, you can build and manage compliant teams across Belgium and 160+ other countries. We ensure your employees are paid in local currency, receive market-aligned benefits, and are covered under all applicable employment regulations. You stay in control of your workforce while we handle the legal, administrative, and compliance layers.
PEO vs EOR in Belgium — What’s the Difference?
Understanding the distinction between a PEO and an Employer of Record (EOR) is crucial in choosing the best model for your needs. While both models help you hire locally without setting up an entity, their operational mechanisms differ significantly.
| Feature | PEO in Belgium | EOR in Belgium |
| Legal Employer | Client (shared employer) | EOR provider (full legal employer) |
| Entity Requirement | Requires local entity | No entity required |
| HR & Payroll | Managed jointly with client | Fully managed by EOR |
| Best For | Companies with existing entity | Startups/scaleups testing market |
| Immigration & Visas | Handled by client | Managed by EOR provider |
| Contract Ownership | Client controls contracts | EOR issues compliant contracts |
| Switching to Entity | Already in place | Easy migration supported |
Why Use a PEO in Belgium Instead of Setting Up an Entity?
Partnering with a PEO in Belgium offers fast-growing businesses a competitive edge unlocking tools, efficiencies, and cost savings typically reserved for larger enterprises. Asanify’s PEO service gives you a compliant, scalable way to hire, onboard, and manage top talent without setting up a legal entity.
Hire Top Talent in Belgium
Belgium offers a deep talent pool across sectors like tech, finance, and logistics. With a PEO, you can tap into this market without delay or legal overhead. Asanify enables you to hire remote employees in Belgium sourcing the right people without the complexity of setting up a local branch.
- Access multilingual professionals in Brussels, Flanders, and Wallonia
- Skip the red tape involved in local hiring
- Offer compliant, competitive compensation packages
Build Your Global Employer Brand
International job seekers are drawn to companies with well-structured, locally-aligned employment practices. Asanify ensures that your Belgian employees receive market-appropriate benefits, follow compliant work schedules, and operate under transparent employment contracts.
- Offer benefits that meet local expectations
- Stay compliant with regional labor norms
- Attract and retain top-tier talent with strong policies
Reduce HR and Legal Overhead
Hiring internationally often requires hiring local lawyers, setting up tax systems, and registering your company. A PEO eliminates those steps. Asanify handles all legal, tax, and HR setup in Belgium, reducing your upfront costs and compliance risks.
- No need to open a Belgian entity
- Avoid costly missteps in labor law interpretation
- Save on internal HR staffing and legal advisory fees
Test and Expand into New Markets
Whether you’re testing Belgian market potential or planning a long-term regional strategy, a PEO offers agility. You can start small, validate performance, and scale teams as needed.
- Hire one or many without fixed infrastructure
- Expand into Flanders, Brussels, or Wallonia quickly
- Gain market insights before committing to entity formation
Simplify Global Compliance
Belgium’s employment laws are detailed and region-specific. With Asanify, you get peace of mind that everything from work hours to tax filings is handled correctly.
- Stay aligned with 38-hour workweeks and overtime rules
- Ensure compliance with sick leave, public holidays, and maternity entitlements
- Rely on local experts to manage filings, audits, and labor inspections
Key Employment Insights in Belgium (Handled by Asanify)
Payroll:
- Processed monthly, typically by the 25th
- Employer social security contributions: ~28%
- Employee social security contributions: 13.07%
Leave Policies:
- 10 public holidays annually
- 20 paid vacation days based on prior year work
- Unlimited sick leave (with medical certificate)
- Maternity leave: 6 weeks pre-birth, 9+ weeks post-birth
- Paternity leave: 15 days within four months of birth
- Additional unpaid leave options for child care, carers, and adoption
Bonuses & Perks:
- Most companies offer a 13th-month bonus
- Some offer a 14th-month bonus or profit-sharing
- Popular incentives include stock options and flexible work benefits
Income Tax Brackets (2025):
- 25% on income up to €13,440
- 40% for €13,440–€23,720
- 45% for €23,720–€41,060
- 50% on income above €41,060
Cultural Alignment and Professional Etiquette
Success in Belgium depends on more than just compliance. Asanify helps your team navigate cultural expectations:
- Respect for punctuality and professionalism
- Formal workplace communication norms
- Understanding regional language preferences (Dutch, French, German)
No Entity? No Problem
With Asanify acting as your PEO, you don’t need to open a Belgian entity to start hiring. We act as your local compliance partner, handling employment regulations while you focus on growth.
- Start hiring in days, not months
- Avoid the legal risks of misclassified contractors
- Scale your Belgian presence at a fraction of the cost
How a PEO Helps With Payroll, Tax & Benefits
Managing payroll in Belgium requires deep understanding of local laws, social contributions, and employee entitlements. A PEO handles:
- Monthly payroll processing
- Calculation of gross-to-net salaries
- Filing of tax and social security payments
- Management of bonuses (13th-month pay)
- Administration of meal vouchers, group insurance, and more
Belgian Labor Laws Made Simple With a PEO
Belgium has intricate labor laws that differ by region. A PEO simplifies compliance across the board:
- Working hours: Weekly and daily limits
- Probation periods: Contract-specific restrictions
- Paid leave: Statutory and holiday allocations
- Termination rules: Notice periods and severance
- Union interactions: Sectoral collective agreements
By partnering with a PEO, you minimize legal risks while ensuring fair treatment of employees.
Asanify’s Advantage: Modern PEO for Belgium
Asanify goes beyond traditional PEO services by leveraging automation and offering:
- End-to-end onboarding within 48 hours
- Real-time compliance monitoring
- Automated payroll and HR tools
- Local legal expertise in Flanders, Wallonia, and Brussels
- Transparent pricing and scalable packages
- Dedicated account managers
When to Choose a PEO Over Other Hiring Models
A PEO is ideal when you:
- Want to test the Belgian market before setting up an entity
- Need to hire a small team for short-term projects
- Are expanding quickly and require agile HR support
- Need to reduce overhead while staying compliant
What to Look for in a Belgian PEO Partner
When evaluating a PEO, prioritize the following:
- Local labor law expertise
- Speed and simplicity of onboarding
- Transparent, all-inclusive pricing
- Strong compliance and risk mitigation framework
- Digital-first HR tools and automation
- Experience with visa and work permit assistance
What Does It Cost to Build a Team in Belgium?
The total cost of building a team in Belgium depends significantly on your chosen route. Companies typically opt for one of two options:
- Establishing a legal entity in Belgium, or
- Partnering with a Professional Employer Organization (PEO) such as Asanify.
Option 1: Setting Up a Local Entity in Belgium
Creating your own company in Belgium provides full operational control but involves considerable time, capital, and regulatory commitment. The setup process includes:
- Preparing and notarizing Articles of Association
- Registering with Belgium’s business registry and publishing legal status
- Opening a Belgian corporate bank account
- Appointing local directors and shareholders
- Completing tax and social security registrations
- Consulting legal experts for corporate structuring and labor law compliance
- Adhering to national and sector-specific collective labor agreements (CBAs)
Estimated Timeline: 6–12 weeks
Estimated Investment: €10,000–€30,000+ in upfront legal, banking, and administrative fees
This pathway may be suited for enterprises with long-term, large-scale operations planned in Belgium.
Option 2: Hiring Through a PEO in Belgium
For companies seeking a faster, leaner alternative, engaging a PEO like Asanify is a smart choice. With no need to establish a local entity, you can legally hire, manage, and pay employees in Belgium—within days.
Asanify’s PEO solution includes:
- Locally compliant employment contracts
- Administration of statutory and optional benefits
- Monthly payroll processing and tax submissions
- Employee onboarding, documentation, and HR support
- Continuous compliance monitoring and advisory
Indicative Monthly Pricing (2025):
| Service Type | Starting From (Per Employee/Month) |
|---|---|
| PEO Solution | $49 USD |
| Employer of Record (EOR) | $199 USD |
There are no setup charges or long-term commitments—our services are designed to scale as your needs evolve.
Why Choose a PEO?
- Onboard employees in days rather than months
- Eliminate initial legal, financial, and operational burdens
- Mitigate compliance risks with expert local support
- Focus on market growth while we manage HR and legal complexities
Ready to Hire in Belgium? Here’s What to Do Next
Hiring in Belgium doesn’t have to be complicated. To get started, simply schedule a free consultation with Asanify to discuss your hiring goals. We’ll guide you through our Belgium hiring compliance checklist, ensuring you’re aligned with local regulations from day one. With our automated platform, you can onboard and manage your team in under a week. You’ll also gain access to related services such as visa processing and remote hiring support everything you need to scale your workforce quickly and compliantly.
FAQs
A PEO is a co-employer requiring a local entity; an EOR is the legal employer and needs no local setup.
Typically within 5–7 business days.
All local labor laws apply; your PEO ensures compliance.
Yes, we manage work permits and immigration compliance.
Ranges between €300 and €800 per employee/month.
Yes, for PEO. No, if you use an EOR.
The PEO runs compliant payroll and provides net salary disbursement.
Yes, including 13th-month bonus, leave, and other statutory benefits.
Absolutely, Asanify offers full transition support.
Our platform-first approach automates HR, ensures compliance, and provides unmatched support.
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.
