Marzuna’s Belgium Employer of Record (EOR) solution offers a seamless pathway for your business expansion into Belgium, eliminating the requirement to establish a formal business entity in the country. Leveraging our cutting-edge HR service platform, we provide comprehensive, automated management for your remote team, handling all aspects from start to finish.
Our extensive global network is at your disposal, ensuring a smooth and efficient expansion process into the Belgian market. Discover more about Marzuna’s tailor-made, cost-effective solutions designed to meet your unique business needs.
Before embarking on the journey of establishing and expanding your local entity in Belgium, it is imperative to have a solid grasp of the country’s employment laws, whether you plan to hire a local citizen or a foreign national. Additionally, you must make a strategic decision regarding whether you need an internal team or wish to hire team members for your expansion project. Regardless of your choice, collaborating with a local entity can significantly reduce the time and effort required to navigate the intricate landscape of employment regulations in Belgium.
Discover how Marzuna, serving as your trusted Employer of Record in Belgium, can simplify and streamline the employment process, providing you with the expertise and support you need to ensure a successful expansion venture.
| Entitlements | Explanations | ||||||
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| Statutory Working Hours | 38 hours per week | ||||||
| Overtime Eligibility | A maximum of 78 hours of overtime are permitted every three months.
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| Paid Public Holidays | Employees in Belgium are eligible for paid public holidays. The holidays are:
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| Holiday Pay | In Belgium, employees receive holiday compensation based on the length of the holidays they were compensated for.
A full-time worker who completes the whole calendar year under a full-time contract is entitled to four weeks of paid vacation the following year. |
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| Medical Leave | In Belgium, an employee has a right to a 30-day paid sick leave. Employees must produce a medical certificate and notify the company right away about their illness. To confirm the employee’s inability to work, the company may also appoint a medical officer.
White-collar workers are given their regular base pay for the first 30 days of their illness, after which they are eligible for sickness benefits through Belgium’s subsidised health insurance system, and if their illness lasts longer than a year, they are also eligible for government invalidity benefits.An employee has the right to take time off work for sick family members. |
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| Maternity leave | An employee who has worked for 120 days or more during the six months prior to the beginning of the maternity period is qualified for maternity leave under Belgian labor legislation.
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| Annual Leave Accrual Entitlement | The employees in Belgium get an annual paid leave of:
Employees aged less than 25 years and who have worked at least for a month after the year following graduation are eligible for youth leave which can last up to 4 weeks. Employees having age more than 50 years and who have resumed work after unemployment are eligible for senior citizen’s leave. |
Belgium holds a distinct preference for full-time employees over contractors, with its employment laws strongly favoring the former. The process of parting ways with a full-time employee can be financially substantial for businesses.
When an employee needs to be let go, the severance package typically encompasses several months’ worth of salary, contingent on their seniority level and years of service with the company. In contrast, contracted employees are often brought in as temporary replacements for experienced and skilled workers, offering companies a degree of flexibility in staffing and simplifying the payroll process.
The considerable tax rates imposed on full-time employees have prompted many to explore contract-based work as a means to mitigate their tax burden. This shift, driven by the rigidity of Belgium’s employment laws, has opened up more opportunities for contractors in the country.
For insights into tailored business solutions that cater to your specific needs in this dynamic employment landscape, don’t hesitate to engage with Marzuna’s experts. They can guide you through the intricacies of the Belgian labor market and help you make informed decisions for your expansion.
Expanding your team in Belgium doesn’t always necessitate establishing a local entity. When hiring employees in Belgium, the primary focus is on evaluating the applicant’s professional skills and qualifications relevant to the job position.
Common background checks, such as assessments of educational background, criminal records, health checks, prior work experience, and eligibility to work in Belgium, are standard procedures before confirming an employment offer. It is important to note that employers are legally restricted from asking questions unrelated to the job’s nature and working conditions. Applicants have the right to decline answering any questions that violate these legal constraints and are not pertinent to the job.
Furthermore, once an employer decides to hire an applicant, they are responsible for ensuring that the employee possesses a single permit, allowing them to legally work in Belgium.
For a seamless and compliant hiring experience in Belgium, consider engaging with Marzuna, a trusted expert in the field. We can guide you through the hiring process while ensuring legal compliance and a smooth transition into the Belgian workforce.
In Belgium, probation periods are not the norm, with exceptions made primarily for students and temporary workers. The existence and duration of a probationary period for students and temporary residents is typically determined through mutual agreement and can vary from no probation period to a few days.
For workers in different categories, the probation period regulations are as follows:
Terminating an employment contract in Belgium can occur in several ways. The fixed-term contract may conclude by mutual agreement as it reaches its predetermined end date.
In cases of misconduct, an employer may terminate a fixed-term contract even before its scheduled end, and conversely, an employee can resign if the employer’s behavior is inappropriate. It’s worth noting that the notice period for termination may vary for each employee based on their specific circumstances and the nature of the employment relationship.
| Type of the employment | Notice period |
|---|---|
| Manual worker | <20 years – 4 weeks
> 20 years – 8 weeks |
| White-collar worker | salary< 25,277 euro -3 months
salary>25,277 euros – as per the agreement |
As your headquarters team concentrates on expanding your business, the Employer of Record (EOR) assumes the crucial role of hiring and onboarding new employees in strict compliance with Belgium’s employment regulations. The EOR effectively becomes the new employer for the workforce you bring on board, taking on responsibilities spanning local regulations, tax compliance, payroll management, adherence to labor laws, and HR functions.
With the guidance of an EOR, you can initiate the hiring process without the need to establish a formal entity in the country, offering a more efficient and agile path to workforce expansion. Marzuna’s EOR services extend comprehensive support, delivering local insights and expertise specific to Belgium. Our seasoned experts handle critical tasks, including tax obligations and registration with the social security office on behalf of your company.
Many businesses opt for outsourcing solutions such as EOR and PEO to facilitate the recruitment of employees in a new country. The choice between building an in-house team or engaging a local entity well-versed in the country’s legal landscape depends on your company’s strategy and objectives. Marzuna’s EOR solution is designed to meet these specific needs, overseeing the entire process of hiring, payroll management, and compliance, streamlining your expansion efforts with ease.
| Visa Category | Explanation | ||||||||||||||
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| Short-term visa | A short-stay Schengen visa allows you to stay in the Schengen area but is allowed to work for 90 days. Following are the types of Short-term visas:
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| Non-immigrant visa | In order to enter Belgium for a stay longer than ninety days, you must apply for a non-immigrant (long-stay category D) visa based on the reason for your visit. The categories of non-immigrant visas are as follows:
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| Immigrant Visa | You must apply for a long-stay D category visa if you want to relocate to Belgium or stay longer than a year. Apply for a specific visa based on why you want to move to Belgium. The categories of immigration visas are as follows:
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For a foreign national to work in Belgium, they need to issue a work permit provided by employers.
| Work permit | |
| Can Marzuna sponsor a work permit in Belgium? | Yes |
| Processing time | 15 working days |
| Work permit process | Step 1: Initial Application Submission
Begin the process by submitting a work permit application to the Belgian immigration authorities. Step 2: Work Permit Approval and Visa Processing Once the work permit is approved, the authorities will forward it to the Belgian embassy or consulate in your home country. Step 3: Apply for Residence Visa Visit the Belgian embassy or consulate in your home country to apply for a residence visa. This visa allows you to stay in Belgium while you work. Step 4: Arrival and Registration Upon receiving your visa and work permit, you can travel to Belgium. After your arrival in Belgium, it is important to register with the local authorities and provide them with your residential address. This streamlined process ensures a smooth transition to living and working in Belgium |
| Work Permit Validity | 12 months |
| When can an employee travel to Belgium? | After issuance of a one-stop-shop work visa and residence permit, the employee can travel to Belgium. |
| Switch resident visa to work permit? | No |
| After issuance of work visa and the residence permit, can the employee travel to Belgium switch resident visa to a work permit? | No |
Speak with Marzuna specialists to learn more about its sponsorship options for work permits.
In Belgium, a firm does not need to register in order to process payroll. It is not necessary to open an in-country bank account in order to pay taxes and workers. Employers in Belgium are required to deduct withholding tax from employees’ salaries in order to maintain payroll compliance. Together with completing tax returns and creating individual paystubs for each employee, withholding tax must be paid to the tax authorities on a monthly or quarterly basis. Additionally, a portion of the employee’s wage must be contributed to the social security fund.
| Tax | Explanation | ||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|
| Income tax |
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| Tax Returns | Yes | ||||||||||
| Financial Year End Date | December 31 | ||||||||||
| Tax Documents | Not Applicable | ||||||||||
| Corporate Tax | 25% | ||||||||||
| Withholding Tax (For Non-Residents | 25% | ||||||||||
| Payroll Tax | No payroll tax applicable | ||||||||||
| Sales Tax | 21% | ||||||||||
| Employers Social Security and statutory contributions | Employers contribution- 25%
Employee contribution- 13.07% |
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| Public Pension | Belgium has a statutory pension scheme for all. The contributions are:
Employee – 7.5% Employer – 8.86% |
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| Medical Insurance | Belgium provides a public health insurance scheme to every self-employed worker or employee in Belgium. |
The Belgium EOR solution from Marzuna can handle all of your HR-related responsibilities while making sure that local laws—including tax laws—are followed. To find out more, speak with Marzuna specialists.
When a company is considering the establishment of a subsidiary in Belgium, several critical factors come into play. These include the choice of location, alignment with your business objectives, cost considerations, compliance with local laws and regulations, and the specific requirements of the city where you plan to set up your subsidiary. If you are unfamiliar with the intricacies of doing business in Belgium, seeking the guidance of a consultant can be invaluable in facilitating the smooth incorporation of your subsidiary. It’s essential to recognize that your company’s overarching goals are a pivotal determinant in the process.
Belgium offers various subsidiary structures, including PLC (public limited liability company), PLLC (private limited liability company), and S-PLLC (starter-private limited liability company). The choice of structure should align closely with your subsidiary’s intended operations and objectives. If you decide to set up your subsidiary in Belgium as a PLLC, the following steps should be followed:
At Marzuna, we offer a streamlined solution for your HR requirements by assuming the responsibilities of establishing a subsidiary as your EOR (Employer of Record) partner. We invite you to get in touch with us to discover how we can simplify this process and provide expert guidance for your subsidiary’s success.
Do you believe you are prepared to grow the business activities of your firm in Belgium? Employer of Record Belgium services from Marzuna may streamline the process by managing your HR needs in accordance with regional labor rules. Please contact us right now to learn more about how Marzuna’s payroll management services might benefit you.
