PEO in Belgium

Hire Globally, Pay Locally, Expand Effortlessly

INS Global operates as a local partner providing international companies with global Human Resources outsourcing services. By using our PEO, your company can establish itself, hire employees, and begin operations in over 80 countries around the globe, all without the traditional hassles that go along with global expansion.  

A Professional Employer Organization (PEO), often related to an Employer of Record (EOR), is a local business partner for international companies desiring to outsource their HR services and expand their operations into new territories and countries without wanting to establish a separate legal entity.  

PEOs can be used to legally employ overseas staff, manage employee services, and handle payroll. This saves your company time and money without the complications of going through every local procedure required to begin on your own.  

Want to have a Team in Belgium TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

Want to have a Team in Belgium TODAY?

Show me how to grow my business now!

We prefer to let others grow their business.

serviceswheel

PEO in Belgium - Summary

The Many Benefits of using a Professional Employer Organization 

Assured Legal Compliance

The knowledge of local legal and administrative procedures provides your business with guaranteed compliance assurance throughout the entire process 

Reduced Cost And Time

Issues created through misunderstanding best practices and local regulations can lead to a surprisingly high occurrence of fees and fines. A PEO’s local experts can minimize and avoid these errors.

Heightened Focus on Company Growth

Through the provision of many HR outsourcing services like headhunting, payroll outsourcing, and contractor management, a PEO allows you to accelerate your market entry and increase growth.

Fast Market Entry

Time for Company Incorporation in Belgium: 4-12 months  

Time to establish a PEO relationship in Belgium: 2-5 days  

One Contact for Everything

A PEO covers all the required aspects of HR services and streamlines these into a single point of contact.   

Why a PEO is More Advantageous Than Company Incorporation

Incorporating your company in a new foreign market is complicated and time-consuming, requiring a legal and physical presence to begin operations. A PEO allows you to avoid these issues by operating as a legal intermediary for essential HR services.  

A PEO:
  • Saves time 

  • Saves money

  • Avoids potential administrative or legal pitfalls

  • Makes the most of local resources and expertise  

Hiring an Overseas Employee

Testimonial

TERAO ASIA

Manuel Ramos

Managing Director

We think INS Global is a good solution about starting business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.

5/5

How Does Our PEO in Belgium Operate?

INS Global’s Belgium PEO can be used to manage your employee recruitment or assignment needs in 4 comprehensive steps:  

  1. We meet with you to understand your requirements and formulate a plan that will best fulfill your needs.  

  2. Our professionals will provide a legal entity you can use to bring in staff to begin operating in Belgium. 

  3. We take on all of the administrative and legal aspects of HR compliance in Belgium, including hiring and paying your staff  

  4. Your staff can continue day-to-day operations and keep working towards your company’s success in the Belgian market while we manage all necessary HR services  

     

PEOs (Professional Employer Organization) vs. EORs (Employer of Record)

Once you’ve decided to expand into the Belgian market and wish to make the most of a PEO agreement, it’s helpful to understand how PEOs can differ from EORs in order to choose the one that best fits your business needs: 

  •  A PEO provides HR outsourcing services to employees of other companies expanding globally. 
  • The services that can be provided include tax compliance, payroll outsourcing management, and regulatory assurance, among others. 
  • An EOR is a company that acts like a PEO while also legally and officially hiring employees on behalf of their clients.
  • In addition to services provided by a PEO, an EOR is responsible for all liabilities associated with onboarding and employment. 
  • Under a PEO agreement, the contract will remain between your company and the employee. 
  • In an EOR agreement, the contract is directed by your company but made between the EOR and your employee. 

INS Global offers both PEO and Employer of Record services in Belgium. Contact our team of experts today, or read this article to learn more about the specifics of these two services.  

Labor Law in Belgium

Employment Contracts in Belgium

An employment contract in Belgium should contain a description of the employee’s duties, relevant information about the nature of the role, work conditions, pay, and other special clauses like confidentiality and non-compete clauses.  

Any changes made to a contract without the employee’s written consent will result in that contract being null and void.  

There are multiple types of employment contracts in Belgium. These contracts consist of: fixed type, student employment, replacement contract, and full-time employment.  

Due to the multilingual nature of the Belgian market, contracts must be stated in the local language for the area of the company’s headquarters. The contract’s language should be either French, Dutch, or German.  

Working Hours and Overtime in Belgium

Working hours in Belgium should not exceed 8 hours per day. In cases where it is necessary for more work than stipulated above, the employee must receive compensatory rest time and payment of 150% salary for overtime. 

Annual Leave and Public Holidays in Belgium

Full-time employees in Belgium are entitled to 4 weeks of paid annual leave in the year following a full year of service. 

In some particular cases, such as with young or elderly workers, the amount of leave allowed or leave pay may differ. 

There are 10 days of paid public holidays per year in Belgium. If these days fall on a weekend, the employee can take an extra day of annual leave. 

Sick Leave in Belgium

The employer is responsible for paying for the first 30 days of sick leave.

After this, employees are eligible for a sick leave payment given via social security, subject to providing medical proof of illness.  

Maternity and Paternity Leave in Belgium

Maternity leave in Belgium is 15 weeks, paid for by social security at 82% for the first 30 days and 75% for time after this. This pay is subject to a maximum daily amount.  

Paternity leave is 10 days, paid at 82%. The first 3 days are expected to be paid by the employer.  

Paid Educational Leave

Due to Belgium’s particular language make-up, employees can take between 10-15 days of paid educational leave. This is for cases in which they are enrolled in a government-recognized language course in either French or Dutch.  

Tax Law and Social Security Contributions in Belgium

Corporate tax in Belgium is typically 25%. This rate is appliable to both domestic companies and foreign companies.  

As defined by the Code of Companies and Associates, smaller and medium-sized corporations are allowed to profit from a reduced rate of only 20% for the first bracket of income up to EUR 100,000 of profit.  

Personal income tax is paid on a progressive scale at a national (from 25-50%) and local communal level (at an average of 7%). 

Social security contributes to all forms of social insurance for workers in Belgium, such as medical, employment, and pension insurance. Employees are expected to contribute 13.07% of their salary, and employers must expect to pay around 27% of an employee’s standard salary towards social security contributions. 

CONTACT US TODAY

Discover More Solutions in Belgium

FAQs

No, it is necessary to use a local entity abroad to comply with each country labor law.

Foreign companies can either set up a local entity in each country or use the services a local PEO (Professional Employment Organization) to hire the staff on-site directly.

The employer of record is the legal entity liable for the staff employed in a specific country. In practice, a foreign company can either open a subsidiary to become the employer of record of its abroad employees or use a PEO to act as the employer of record.

Liabilities may vary from country to country and include all the staff management responsibilities: labor contract issues, payroll management, and tax compliance, social security management, expenses claim declaration, hiring and termination
procedures, etc.

In general, 1-month is necessary to have an employee based out abroad using an existing PEO as the employe of record. When incorporating a new subsidiary to be the employer of record, the delay varies from 4-12 months.