Global Expansion Resources | Belgium
Belgium Employment Contracts
Helping business expand into Belgium with our specialist PEO services
Comply with Belgian employment laws and issue law-abiding Belgium employment contracts using our expert PEO services
Here at Leap29, we understand that expanding your business into foreign markets comes with its challenges. This is where our expert PEO services come in. We are here to help you outline compliant and fair employment contracts that not only protect you, but also your international hires when you expand globally.
For full-time workers, a Belgian recruit’s employment contract should include:
- The employer’s name
- The employee’s name and place of residence
- Start date of the employee
- The employee’s job title
- The nature of the work
- The length of the employment (fixed-term contract or indefinite)
- The location at which the work is carried out
- The usual working hours
- Details of salary and payment periods
- Benefits (such as travelling expenses, meal vouchers, etc.)
- Notice period
- Holiday allowance
- Details of absence of leave due to sickness
- Details of contract termination
For more information on requirements for Belgium employment contracts, click here.
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Belgium Expansion Advice
What types of employment contracts are there in Belgium?
As outlined on the Belgian Federal Public Service website, Belgian employment contracts are split into four different categories:
- Blue-collar workers (jobs that involve manual labour)
- Employees
- Sales representatives
- Domestic workers (jobs that involve household maintenance)
Alongside these four main categories, employment contracts for remote workers, service voucher workers, seafarers, professional athletes and students also have specific rules.
Therefore, it is crucial to determine the exact type of employment contract required in order to remain compliant with Belgian employment law. This is where our market-leading PEO solutions can help you.
To determine the correct type of employment contract, the following questions needs to be answered:
- What is the nature of the work? (blue-collar worker, employee, sales representative or domestic worker)
- What is the contract framework? (student, temporary agency worker, service voucher worker, seafarer, remote worker or foreign employee, etc.)
- What is the duration of the contract? (permanent contract, fixed-term contract or specific-assignment contract)
- How many working hours are contracted? (full-time or part-time employment)
The aforementioned regulations are applicable if there is no existing conflict-of-laws between the law of the country where the work will be carried out (in this case, Belgium), and the law of the country where the employer is based.
If there is a case of the conflict-of-laws, the law to be applied to the employment contract has to be determined on the basis of the private international law rules. To read more about these rules, click here.
Can I change an employment contract?
Employee contracts can be amended, however any changes can only be made with the consent of both the employee and employer. Failure to gain consent can lead to disputes and unhappy employees.
Do I need to translate an employment contract?
In both the Dutch and French-speaking parts of Belgium, the applicable legislation outlines that the employer cannot invoke a document that’s written in a different language. In the Brussels region, the employee has the right to ask for a translation at the expense of the employer.
How do I write a Belgium employment contract?
While the Belgian Federal Public Service website briefly outlines the essential elements of a Belgian employment contract, writing these terms into a professional, compliant and accurate document is not easy.
A Belgian employment contract and the employment itself must comply with the following Belgian employment laws:
- Minimum wage
- Working hours and overtime
- Health and safety
- Breaks
- Sick leave
- Annual leave
- Maternity, paternity and parental leave
- Probation
- Termination notice
To ensure a smooth, compliant and speedy onboarding of Belgian employees, it is highly recommended that you outsource your employment contracts to a trusted professional. This is where our global PEO services come in.
Why use a PEO partner to manage Belgium employment contracts?
To better understand, manage and navigate the risks associated with invoking a legally compliant employment contract – a PEO workforce management partner is the best solution for you. Not only can we make the process less complex and time-consuming, we can also assist you in managing the financial aspects, such as taxes, benefits and insurance.
The last thing any global employer wants when expanding their business internationally is disputes, unhappy employees and costly fines for non-compliance. To avoid jeopardising the global expansion of your enterprise, a PEO partner is the way forward.
International business expansion requires colossal attention to detail, which is difficult to implement amidst the day-to-day challenges of running a business. Not only can a PEO partner save you from the hassle of establishing a legal entity in a new country, we can also help you manage your global hire’s visa applications and payroll.
Here at Leap29, we also pride ourselves on being one of the most versatile PEO companies in the industry. With global recruitment services available for several lucrative sectors, we can assist you with your global expansion into the Construction & Engineering, Life Science & Pharmaceutical, Manufacturing, Oil & Gas, Power & Renewable Energy and Technology sectors in over 150 countries.
If you want to find out more about how our PEO Services in Belgium can support your global expansion, call our experts on +44 (0) 20 8129 6860 or email [email protected] to get started.
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