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When hiring remote employees in Belgium, it is essential to know that the Belgian labour market is highly regulated. This means that employers must follow specific rules and regulations and adhere to labour laws.
Starting with agreements, it’s crucial to remember that all of them must be in written form, including both the job offer and the employment contract. The offer letter must outline all relevant details, including job description, duties, salary, and start date.
Additionally, it’s crucial to understand the unique features of the Belgian labour market because of its significant differences from those of other countries. Another consideration when hiring in Belgium is the country’s high social security tax.
Belgium is an excellent place to look for remote workers for several reasons. To begin with, Belgium is a relatively small country, and as a result, there is a smaller pool of potential employees to choose from, making it easier to find the right fit for your company.
In addition, Belgium is home to many international corporations, so there is no shortage of professional growth and development opportunities. As a bonus, Belgians enjoy a high quality of life, making the country a desirable location for remote workers.
And lastly, Belgium is centrally located in Europe, making it easy for remote employees to travel to and from other countries.
If you aren’t familiar with the Belgian job market, knowing where to start can be difficult. With Native Teams’ Employer of Record solutions, you can get guidance and support from hiring and onboarding to paying and managing your team, directly, with one provider only.
With our team by your side, you can ensure that your business always works in compliance with all the Belgian laws and regulations, without any middlemen involved in the process.
Hire your first Belgian employee with Native Teams.
Employers must follow a few essential laws and regulations to ensure a fully compliant employment process in the country.
Employment in Belgium is regulated by a comprehensive legal framework that sets out the rights and obligations of both employers and employees.
Belgium operates a social security system funded by contributions from employers and employees. These contributions finance various social benefits, including healthcare and pensions, with contribution rates varying based on income levels and other factors.
Belgian labour law also provides employees with protection against unfair dismissal. Employers are required to have valid reasons for termination, while employees have access to legal channels to challenge dismissals.
Trade unions and collective bargaining agreements also play an important role in Belgium’s employment framework. They contribute to determining working conditions, wages, and other employment-related matters.
Belgium offers several types of employment contracts to accommodate different working arrangements and durations.
Permanent contracts (CDI) have no fixed end date and provide employees with an ongoing employment arrangement.
Fixed-term contracts (CDD) are concluded for a predetermined period and are typically used for temporary or project-based work.
Temporary agency work involves employees working through an employment agency, allowing for greater flexibility in assignments.
On-call contracts require employees to be available for work when needed and are commonly used in industries where demand fluctuates.
Internship contracts provide students or recent graduates with practical work experience under supervision.
Freelance or self-employed contracts are used for independent workers, offering greater flexibility but involving different rights and responsibilities from standard employment relationships.
In Belgium, the employment contract sets out the terms and conditions of the working relationship between the employer and employee.
A legally valid employment contract should include the following essential elements:
Clearly defining these terms helps ensure that both the employer and employee understand and agree on the conditions of employment.
Download a free employment contract for Belgium through Native Teams.
Employment contracts in Belgium may be concluded orally, in writing, or electronically.
Oral contracts are legally binding agreements made verbally between an employer and employee. However, without written documentation, the agreed terms may be more difficult to prove or enforce in the event of a dispute.
Written contracts provide a clear record of the terms and conditions of employment and must be signed by both parties to confirm their agreement. They can also serve as legal evidence of the terms agreed between the employer and employee.
Electronic contracts are created, signed, and stored digitally using electronic signatures or online platforms. To be valid and enforceable, they must meet the same legal requirements and standards as written employment contracts.
Regardless of the format used, the terms and conditions of employment should be clear, understood, and agreed upon by both parties.
The standard probationary period in Belgium, also known as proeftijd or période d'essai, was abolished in 2014 following the introduction of the Unified Employment Status Act.
As a result, probationary periods are no longer a standard component of employment contracts in Belgium.
The standard working week in Belgium is typically 38 hours, with full-time employees generally working eight hours per day.
Part-time work allows employees to work fewer hours than full-time employees. The number of working hours may vary depending on the employer’s policies and the nature of the role. Part-time employees are entitled to benefits on a pro rata basis.
If there is no written employment contract or the weekly working hours are not explicitly specified, a standard 38-hour working week is assumed.
In Belgium, night work is generally defined as work performed between 8:00 PM and 6:00 AM and is subject to specific legal requirements designed to protect employees’ health, safety, and well-being.
From 1 June 2026, night work is permitted across all sectors covered by the Labour Act of 16 March 1971.
Employees performing night work are entitled to appropriate protections and fair compensation. Employers are also required to provide health assessments for night workers to identify and address potential health risks associated with working during nighttime hours.
Employees in Belgium who work for more than six hours are entitled to a break. The duration and conditions of the break are determined by collective agreements at sector or company level.
If no collective agreement applies, employees are entitled to a break of at least 15 minutes after six hours of work.
Employees must also receive at least 11 consecutive hours of rest between two working sessions within a 24-hour period.
Employers are generally prohibited from requiring employees to work on Sundays, although certain exceptions apply.
Full-time employees in Belgium are typically entitled to four weeks of annual leave and holiday pay. The calculation of annual leave and holiday pay varies depending on the employee’s classification, including blue-collar employees, white-collar employees, apprentices, employees in the arts, and civil servants.
Statutory annual leave is calculated based on the number of days worked or equivalent days during the previous year. For example, an employee who works five days per week for a full year is entitled to a minimum of 20 days of paid annual leave.
Collective bargaining agreements (CBAs) may provide employees with additional paid leave beyond the statutory entitlement.
Holiday pay consists of simple holiday pay, which covers the continuation of the employee’s monthly salary during annual leave, and double holiday pay, which is an additional payment on top of the monthly gross salary. Double holiday pay typically amounts to 92% of the employee’s monthly gross salary.
Employee salaries in Belgium are subject to minimum wage requirements designed to establish the minimum level of compensation employees can receive for their work.
In addition to minimum wage requirements, many industries are governed by collective bargaining agreements (CBAs) negotiated between employers’ organisations and trade unions.
These agreements may establish minimum wage levels for specific sectors, as well as other employment conditions, benefits, and terms of employment.
To calculate the salary and taxes in Belgium, click here.
Employees in Belgium who are unable to work due to illness or injury are generally entitled to sick leave and sick pay, which covers a portion of their regular salary or wages.
Employees may be required to provide a medical certificate from a healthcare professional to confirm their inability to work and justify their absence.
Employees should also notify their employer as soon as possible when they are unable to work due to illness or injury.
Employees cannot be dismissed solely because of illness. However, dismissal may be possible where the employee’s absence significantly disrupts the organisation or where the employee is permanently incapacitated for work.
Parental leave in Belgium is separate from maternity and paternity leave and allows eligible employees to take time away from work to care for their child.
Parents can use parental leave flexibly, including by taking full-time leave, reducing their working hours, or taking intermittent leave days.
The right to parental leave applies to each child who meets the applicable age conditions, and both parents may use the entitlement individually.
To qualify, employees must have completed at least 12 months of service with their employer and must provide advance notice of their intention to take parental leave.
Employees taking parental leave also benefit from job protection, helping to protect their position while they are away from work.
Employees in Belgium are entitled to maternity and paternity leave following the birth of a child.
Maternity leave typically lasts 15 weeks, beginning six weeks before the expected date of childbirth and continuing for nine weeks after the birth. During maternity leave, employees receive compensation calculated as a percentage of their regular salary or wages.
Fathers are entitled to 15 days of paid paternity leave, which must be taken within the four months following the child’s birth.
Both maternity and paternity leave provide employees with financial support while allowing them to take time away from work following the birth of their child.
In Belgium, employment contracts may be terminated in several ways, depending on the circumstances.
One of the most common methods is termination by notice, where either the employer or employee ends the employment relationship by providing notice to the other party. The length of the notice period generally depends on factors such as the employee’s length of service and the terms of the employment contract, with minimum notice periods established by Belgian labour law.
Employees may also terminate their employment through resignation. In this case, they are generally required to provide advance notice to their employer in accordance with their employment contract or applicable labour laws.
Other ways an employment contract may end include:
In Belgium, employers may dismiss employees for various reasons, including economic circumstances, organisational changes, performance issues, or other legitimate grounds related to the employee’s conduct or capability.
Employers must ensure that the reason for dismissal is valid and justifiable and that the termination does not involve discriminatory practices.
When terminating employment, employers must also follow the applicable legal procedures. These may include providing written notice of termination, conducting a termination meeting with the employee, and complying with any relevant collective bargaining agreements or employment contract provisions.
In Belgium, the required notice period depends on the employee’s seniority and whether the termination is initiated by the employer or the employee. Since 1 January 2014, the notice periods for blue-collar and white-collar employees have been aligned.
The minimum notice periods are:
For employment contracts starting on or after 1 June 2026, the notice period for employees with 17 or more years of seniority is capped at 52 weeks and does not increase further.
Employees who believe they have been unfairly dismissed or terminated without just cause have the right to challenge the dismissal through legal means.
In Belgium, unemployment benefits are administered by the National Employment Office (ONEM/RVA) and provide financial support to eligible individuals who lose their employment.
Employees covered by social security may qualify for unemployment benefits if they meet the applicable eligibility requirements.
The duration of unemployment benefits is initially unlimited. However, the amount of the benefit gradually decreases over time depending on the duration of unemployment and the individual’s work history.
Unemployed individuals also have access to training and employment services designed to support their return to the labour market. These include job search assistance and vocational training programmes aimed at developing skills and improving employment opportunities.
In Belgium, severance pay, also referred to as termination indemnity, provides financial compensation to employees when their employment contract is terminated.
Severance payments typically include the employee’s salary and any other financial entitlements due at the end of the employment relationship.
The amount of severance pay is calculated based on factors including the employee’s length of service with the employer and their salary. It may apply in situations such as redundancy, restructuring, or termination initiated by the employer.
In Belgium, non-compete clauses may be used to protect an employer’s business interests by restricting certain competitive activities after an employee leaves the company. These may include soliciting clients, disclosing trade secrets, or establishing a competing business.
For a non-compete clause to be enforceable, it must be reasonable in scope, duration, and geographical area. The legal framework governing these clauses is based on both statutory law and case law.
Former employees are generally prohibited from engaging in unfair competition after their employment ends. However, this does not prevent them from taking a new role with a competitor.
If an employer wants to restrict an employee from working for a competitor after termination, a non-compete clause must be included in the employment agreement.
Remote working in Belgium allows employees to work from a location outside the employer’s office.
Employees must receive a minimum 11-hour daily rest period. This must be combined with either the 24-hour Sunday rest period or compensatory rest granted for work performed on Sunday, providing a total weekly rest period of 35 consecutive hours.
Exceptions to the 11-hour rest period or its combination with Sunday rest may apply in certain circumstances, including force majeure, divided working periods, shift changes, or where provided by a sector-specific collective agreement declared binding by royal decree.
Exceptions to the prohibition on Sunday work may also apply to specific sectors or activities that are essential to business operations and cannot be carried out on another day. These may include premises monitoring, cleaning, repair and maintenance, accident response, urgent machinery work, and measures to prevent the deterioration of raw materials or products.
Remote work arrangements in Belgium involve specific responsibilities for both employers and employees.
Employers are responsible for providing the necessary equipment and ensuring a safe working environment. They should also establish clear remote working guidelines and provide employees with appropriate support and training.
Employers must comply with applicable data protection requirements and implement measures to safeguard sensitive information and protect against data breaches.
Employees are responsible for following their work schedules, maintaining productivity, and communicating effectively with colleagues, supervisors, and other relevant stakeholders. They must also handle confidential information responsibly and use appropriate communication channels while working remotely.
Employees in Belgium are entitled to minimum daily and weekly rest periods. The mandatory 11-hour daily rest period must be combined with either the 24-hour Sunday rest period or compensatory rest for work performed on Sunday. This provides employees with a total weekly interruption of at least 35 consecutive hours.
Exceptions to the 11-hour rest period or its combination with Sunday rest may apply in certain circumstances, including force majeure, divided working periods, shift changes, or where provided by a sector-specific collective agreement declared binding by royal decree.
Exceptions to the prohibition on Sunday work may also apply to activities that are essential to business operations and cannot be performed on another day. These include premises monitoring, cleaning, repair and maintenance, accident response, urgent machinery work, and measures to prevent the deterioration of raw materials or products.
Intellectual property rights in Belgium may be allocated differently between employers and employees depending on the type of intellectual property involved.
Copyright
Employees generally retain ownership of copyright unless there is an explicit written agreement assigning the economic rights to the employer. For works created within the scope of employment, economic rights may be transferred to the employer through a written agreement. The original author retains moral rights, which cannot be transferred.
Patents
The right to a patent belongs to the inventor or their successor in title. Belgian law does not provide specific statutory rules for employee inventions, making the employment contract important for determining ownership. Belgian case law distinguishes between service inventions, personal inventions, and mixed inventions.
Designs
Where a design is created in the course of employment, the employer is generally considered the creator unless the employment contract provides otherwise.
Trademarks
There are no specific statutory provisions governing trademarks created by employees. Employers may therefore include provisions in employment contracts to establish ownership of employee-created trademarks.
Employee data privacy in Belgium is governed by the General Data Protection Regulation (GDPR). Employers must ensure that employee personal data is collected and processed in accordance with GDPR requirements.
Employers must have a valid legal basis for processing employee data. This may include:
Employers must also ensure transparency by clearly informing employees about how their personal data is collected and used, as well as their rights. Employees must be able to access their personal data upon request.
The principles of data minimisation and proportionality also apply. Employers should only collect and process data that is necessary for the intended purpose and should ensure that processing is not excessive.
Employees have several rights regarding their personal data, including:
Hiring employees from Belgium can be more beneficial than hiring from other countries.
Firstly, Belgium boasts a highly skilled and educated workforce with a strong dedication to education and training in a variety of fields. This makes the country an excellent source of professionals in sectors such as technology, engineering, healthcare, and finance.
Additionally, Belgium’s central location in Europe and its well-developed infrastructure make it a strategic hub for businesses operating in the region and allow easy access to international markets. Belgian employees often have experience working in diverse and multicultural environments, thanks to the country’s cosmopolitan cities and international business climate.
The cultural adaptability of the country, together with proficiency in languages such as English, Dutch, and French, ensures the smooth integration of Belgian employees into global teams.
Finally, Belgium offers competitive wage rates and a stable economic environment while providing companies with high-quality talent and favourable business conditions.
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