Staffing and Recruiting Experts in Belgium

Recruitment Agency Costs in Belgium

In Belgium, professional recruitment agency fees range from 22-27% of the first-year annual base salary of a recruited employee. Recruitment agencies also require an upfront retainer and payment in advance installments of the agency fee based on milestones such as start of recruitment, presentation of candidates, and scheduling interviews with a candidate shortlist.

We know this might sound overwhelming—but it doesn’t have to be. A solution like Lundi eliminates the barriers for you. With Lundi, you can recruit talent across 70+ countries, easily managing recruitment—all in one, easy-to-use platform. Get an overview of what you need to know when hiring in Belgium below.

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Employer Tax Costs in Belgium

An employer in Belgium can expect to contribute 27% of an employee’s gross salary for white collar workers and 50% of an employee’s gross salary (including annual holiday pay contributions) for blue collar workers.

Employee Income Taxes in Belgium

Employees in Belgium are taxed between 25% and 50% depending on their income bracket. Employees also pay 13.07% into social security.

Employee Probation in Belgium

Probationary periods do not exist in Belgium and haven’t since 2014. They were replaced by shorter notice periods in the first year of the employee's contract.

Employee Overtime in Belgium

Employees in Belgium typically work eight hours daily, Monday to Friday, totalling 38-40 hours per week. It is illegal to work for more than 11 hours a day and 48 hours a week. Overtime must be paid for employees working more than 38 hours a week. Overtime on weekdays is generally paid at 50% above the normal rate. On Sundays and holidays, overtime is paid at double time. Pregnant employees are forbidden from working overtime.

Employee Notice in Belgium

Indefinite employment agreements are generally terminated through serving a notice period or the payment of an indemnity in lieu of notice.

Belgium notice periods vary based on seniority. Because there’s no probationary period, notice periods in Belgium were made to be shorter for employees in the first 6 months. Notice periods by seniority are as follows:

Up to three months of seniority: One week notice for employers; one week notice for employees
More than four months: Three weeks for employers; two weeks for employees
More than five months: Four weeks for employers; two weeks for employees
More than six months: Five weeks for employers; two weeks for employees
Six to nine months: Six weeks for employers; three weeks for employees
Nine to 12 months: Seven weeks for employers; three weeks for employees
12 to 15 months: Eight weeks for employers; four weeks for employees
15 to 18 months: Nine weeks for employers; four weeks for employees
18-21 months: 10 weeks for employers; 5 weeks for employees
21-24 months: 11 weeks for employers; 5 weeks for employees
Two years: 12 weeks for employers; six weeks for employees
Three years: 13 weeks for employers; six weeks for employees
Four years: 15 weeks for employers; seven weeks for employees
Five years: 18 weeks for employers; eight weeks for employees
Six years: 21 weeks for employers; 10 weeks for employees
Seven years: 24 weeks for employers; 12 weeks for employees
Eight years: 27 weeks for employers; 13 weeks for employees
Nine years: 30 weeks for employers; 13 weeks for employees
10 years: 33 weeks for employers; 13 weeks for employees

In Belgium, notice must be given in writing and specify the start date and the length of the notice period. If the contract is terminated by the employer, notice must be served by registered mail. It’s also important that notice is given in the correct language.

If the employment contract is terminated with the payment of an indemnity in lieu of notice, no specific formalities need to be complied with.

Termination in Belgium

An employer may give notice to or dismiss an employee provided they have a valid reason (i.e. anything related to the capabilities or the behaviour of the worker, or is based on the operational necessities of the company and which would have been decided upon by a normal and reasonable employer.)If the employer fails to provide this proof, the dismissal will be considered a “clearly unreasonable dismissal” and the employee will then be entitled to a gross indemnity equal to between three and 17 weeks’ remuneration (at the determination of the labour courts).

How to Recruit in Belgium

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Expand Your Business in Belgium with Expert Recruitment Solutions

Recruiting in Belgium can be overwhelming. We simplify the process, making it easier, more predictable, and stress-free. Let us help you tap into Belgium's top talent and grow your business with confidence.

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