Employer of recordBelgium

In Belgium, there are a number of different ways to hire workers, and the fees and regulations associated with each are different.

You are hiring this person and paying them through your offshore company.

• Pros: It appears to be the most straightforward and inexpensive choice.
• Cons: Won’t be able to pay mandatory social security contributions, and employee will be subject to Belgian employment rules.

With the help of an EOR

• Pros: For teams under fifteen people, using an Employer of Record service is the most efficient and economical way to handle payroll, human resources, and compliance duties in Belgium.
• Cons: Expensive when recruiting a big workforce. It could be challenging to know which provider to choose as the Employer of Record.

Creating an entity

• Pros: The most economical way to hire a large number of people, usually more than 15.
• Cons: It may be quite a hassle and a drain on resources to set up a formal company and stay in line with all of Belgium’s employment and tax laws, particularly for smaller businesses. Companies with less than fifteen employees may find this strategy to be too costly and time-consuming.

Engage a Belgian contractor

• Pros: When the employee isn’t bound to your organization and may easily send a replacement on sick days, this approach becomes more cost-effective.
• Cons: In Belgium, it is illegal to hire someone full-time who is just committed to your firm without properly classifying them as an employee. Fines and even criminal prosecution may result from such a mistake.

Absolutely, so long as the worker is multi-tasking, has autonomy over their work processes, and may delegate tasks to another contractor as needed.

An individual is considered an employee in Belgium if they are fully committed to working for your firm and if their responsibilities are defined by you. It would be a violation of Belgian employment law if you didn’t.

If you fail to properly categorize an employee in Belgium, you could face heavy fines, unpaid vacation and social security contributions, the requirement to set up shop locally, or even legal action from the employee over violations of their working rights.

Establishing a company in Belgium begins with registering it with the Commercial Register and acquiring a trade license from the appropriate authorities.

Although the registration process may seem straightforward at first, there are several steps that can make the setup more complicated. These include setting up a physical office for tax purposes, opening a bank account in Belgium (which often requires physical presence), managing payroll software that complies with Belgium regulations, and fulfilling tax filing obligations.

There are some legal requirements that must be met while hiring in Belgium. If your business wants to keep things easy, HR compliance means you obey all rules and laws regarding hiring and working conditions.

However, what makes it crucial? Human resources compliance in Belgium is about more than just following the rules; it’s about protecting your company and your people. When it comes to issues like minimum pay, reasonable working hours, sick leave, and yearly leave, treating your employees fairly is as simple as following employment regulations. In addition to creating a pleasant workplace, this helps keep employees safe from legal trouble, fines, and lawsuits that can result from not following the rules.

If you want to streamline your Belgian tax and social security duties, partner with Agility EOR as your Employer of Record. You may rest easy knowing that we will handle all employee-related filings and contributions to ensure compliance.

Dealing with HR compliance is no longer a problem with Agility EOR.

Solid Partners: Agility EOR works with top employment attorneys and consultants in Belgium. This will make sure that all of your important documents, including employment contracts, are in full compliance with all local laws.

Expertise: We keep up-to-date on all the complex parts of Belgian employment law, such as legislation pertaining to remote work, social security, data protection, notice periods, and payroll.

Immediate Response: Our in-house team is fully prepared to assist you in the event that an issue occurs.

Your company is still accountable for managing your team on a day-to-day basis, communicating with them, and handling performance issues, disciplinary actions, and creating a positive work environment through open communication, even though Agility EOR takes care of the intricacies of Belgian employment law and compliance.

While Agility EOR takes care of the Belgian legal details, you can concentrate on leading your team and getting things done.

Contributions to Belgium’s social and tax systems are made by both employers and employees.

• Employers: Employer social security contributions, pension and health insurance contributions.
• Employees: Income tax and social insurance.

A Belgium of Record provides a standard employment contract and legal benefits to employees. Statutory benefits such as maternity leave, yearly leave, sick pay, and tax credits are all part of this. Keep in mind that everyone living in Belgium, not just employees, has access to the country’s public healthcare system.

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