Belgium
Min. wage
(x13.92 payments)
€2,189.81 /mo
About the minimum wage
Employer tax
Annual leave
20 days
Learn about annual leave
Notice period
1-62 weeks (by tenure)
Termination and notice info
Updated
Sep 2026
Default. Can be ended only with statutory notice (or pay in lieu) that rises steeply with seniority; dismissal must not be manifestly unreasonable
Must be in writing before the start date; max 4 successive contracts within 2 years before converting to indefinite.
Overtime tightly restricted, paid at minimum 150% (200% on Sundays/holidays), usually with compensatory rest
Trial periods were abolished in 2014 (except students and agency workers); short statutory notice in the first months serves a similar function
13th-month end-of-year premium via sectoral agreements (December) plus double holiday pay in May/June
Statutory directors and corporate officers cannot be hired under the EOR model; regulated professions require Belgian licensing
Global social security contribution of ~25% of gross salary plus sectoral fund, closure-fund and work-accident supplements (~27% total), covering pensions, healthcare, unemployment, family allowances and work-injury insurance
Flat 13.07% of gross salary, no ceiling. Progressive income tax (25-50% plus municipal surcharges) withheld separately.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Employers are required to make contributions to social security programs on behalf of their employees. Benefits derived from social security are:
Employers must take out mandatory work-accident insurance with a private insurer, covering accidents at work and on the commute, alongside the occupational disease scheme funded through social security.
There is no separate statutory severance: an employee dismissed without working the statutory notice period receives an indemnity in lieu equal to the salary (including benefits) for the remaining notice, which reaches 62+ weeks after 20 years' service.
Nearly all sectors mandate a 13th-month end-of-year premium through collective agreements, normally paid in December. Employees additionally receive double holiday pay of 92% of one month's gross salary, so annual pay is commonly budgeted as 13.92 monthly salaries.
P.S. our team speaks multiple languages and we'd love to chat in your preferred language if requested.
Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
