Employer of Record (EOR) in Belgium: 2026 Guide
Introduction to EOR in Belgium
Expanding your business internationally can be a rewarding yet intricate process. Navigating labor laws, handling payroll, and staying compliant with local regulations in a new country like Belgium requires expert knowledge and resources. This is where Employer of Record (EOR) services can make a real difference.
In this guide, we will cover all the key elements you need to be aware of when using an Employer of Record in Belgium.
Belgium at a glance - EOR & Hiring
Capital
Brussels
Population
11,492,641
Currency
Euro (EUR)
Language
Dutch, French, German
Ease of doing business index
46th place
GDP per Capita
52,050 USD (2024)
Average workweek
38 hours
Payroll Cycle
Monthly
Tax due date
30 June
Corporate tax
25%
Employer contributions
27.5% to 32.5%
Average employee tax rate
53.5%
What is an Employer of Record
An Employer of Record (EOR) serves as a reliable partner for businesses looking to hire talent internationally without needing to establish a local entity. In simple terms, the EOR becomes the official employer for your hires, taking on the legal and administrative responsibilities that come with international employment. The key advantage? You can hire in a new country without needing to set up a local company structure.
For companies aiming to expand into Belgium, collaborating with an EOR simplifies the process significantly. Instead of navigating the lengthy and complex task of setting up a legal entity, you can access Belgium’s multilingual, highly qualified workforce while your EOR handles everything from payroll management and legal compliance to understanding local labor laws. Your EOR partner ensures that the hiring process is seamless and that your operations remain compliant with Belgian regulations, allowing you to focus on scaling your global team efficiently.
Much more in-depth guide on what an Employer of Record is here.
Pros and Cons of EORs vs. setting up a legal entity
As with anything, both options come with advantages and disadvantages. Here, we highlight the key benefits and drawbacks of using an Employer of Record (EOR) versus setting up a legal entity, allowing you to see the differences clearly and make an informed decision.
| Factor | Employer of Record (EOR) | Legal Entity Setup |
|---|---|---|
| Setup Time | ✓ Quick setup in weeks. | ✘ Takes months to establish. |
| Initial Cost | ✓ Low upfront costs. | ✘ High initial investment required. |
| Ongoing Cost | ✓ Moderate (EOR fees + employee costs). | ✘ Variable, often higher ongoing costs (operational, compliance). |
| Complexity | ✓ Low, as EOR manages administrative tasks. | ✘ Requires local expertise and moderate administrative work. |
| Compliance Management | ✓ Handled by EOR (payroll, taxes, social security). | ✘ Responsibility falls on the company, needing legal expertise. |
| Language Barrier | ✓ Managed by EOR (local language issues handled). | ✘ Less of an issue in many countries, but may require local support. |
| Scalability | ✓ Highly flexible, easy to add or remove employees. | ✘ Less flexible, requires legal procedures for changes. |
| Local Expertise Required | ✓ Minimal, EOR provides necessary guidance. | ✘ Extensive local expertise and advisors required. |
| Risk | ✓ Lower, EOR assumes employer liabilities. | ✘ Higher, company bears legal and financial risks. |
Why Use an Employer of Record in Belgium?
Expanding your business into Belgium is a smart choice. Belgium boasts a diverse, highly educated, and multilingual workforce, along with a stable economy. In fact, Belgium ranks high in terms of labor productivity across Europe! However, navigating the country’s labor market can present some challenges, which an Employer of Record (EOR) can help you easily overcome.
Here’s why Employer of Record (EOR) services can be a game-changer for your expansion in Belgium.
Simplified Compliance
Understanding and complying with Belgium’s labor laws can be daunting. EORs handle all compliance-related matters, ensuring that your business stays up-to-date with local regulations. Belgian employment laws are constantly evolving, so having an EOR partner to monitor these changes and ensure you stay compliant is invaluable.
Cost-Effective Expansion
Establishing a legal entity in Belgium can be both expensive and time-consuming. By working with an EOR, you avoid these high costs and instead benefit from a more affordable solution. EOR services cover all employment responsibilities, saving you time and resources while allowing you to focus on your business.
Access to Belgian Talent
Belgium is home to a highly skilled and multilingual workforce, with fluency in Dutch, French, German, and English. EOR services make it easier to tap into this talent pool, helping you hire and manage the best candidates in the country without needing to set up an entire HR department or local branch.
Administrative Relief
Handling payroll, benefits, and taxes in a foreign country can be complicated. EORs in Belgium manage all these administrative tasks, freeing up your internal team to focus on more strategic business priorities. Letting the EOR handle these elements ensures smooth day-to-day operations.
Risk Management
EORs take on the legal responsibilities of employment, reducing your business’s risk when entering a new market. They ensure your company stays compliant with Belgian labor regulations, reducing the chances of costly fines or legal issues. By streamlining the process, an EOR allows you to scale faster and with confidence.
Now that we’ve explored some of the key reasons to use an Employer of Record in Belgium, let’s take a look at the top EOR providers available in the country to help you make the best choice! If you would like to learn more about EOR, Payroll, or the particulariteis of Belgium in general, we strongly recommend giving BusinessBelgium.be a visit.
The best EOR providers For Belgium
Many trusted Employer of Record (EOR) providers operate in Belgium, offering smooth workforce management while ensuring compliance with Belgium’s complex labor regulations. Below is a selection of the top-rated EOR services in Belgium:
- Multiplier: Renowned for its extensive global employment services, providing tailored solutions for businesses expanding internationally.
- Deel: Features a highly intuitive platform that simplifies the process of hiring, onboarding, and managing international teams across various regions.
- Oyster HR: Delivers a fully automated global employment platform, enhanced by robust local expertise to ensure compliance and smooth operations.
- Remote People: Remote People is a global Employer of Record (EOR) covering 150+ countries.
Unusually for an EOR, they also provide direct recruitment and executive search in all locations.
Prices start from $199 per employee, per month.
Ranked #1 for “Ease of Use” in the EOR category on G2. Lano: Known for its scalable global employment solutions, Lano offers businesses an all-in-one platform for managing payroll, compliance, and workforce expansion across multiple countries.
Horizons: Provides expert global hiring and EOR services, focusing on simplifying international expansion while ensuring compliance with local labor laws and regulations in each market.
- Infotree Global: Offers comprehensive global employment solutions, providing businesses with efficient EOR services that ensure compliance and seamless workforce management across multiple regions.
- Papaya: Offers standard payroll and workforce management services, with automated solutions that help businesses handle basic compliance needs across a limited number of countries.
How Does EOR Service Work in Belgium?
Using an Employer of Record (EOR) service in Belgium simplifies the hiring and management of employees without the need to establish a local entity or hire a team of legal and HR professionals. Here’s how it works:
Consultation and Contracts
The EOR begins by discussing your specific needs and then drafts employment contracts that comply with Belgian labor laws. These contracts are designed to ensure that all local legal requirements are met from the start.
Onboarding and HR Support
From collecting the necessary documents to setting up payroll, the EOR handles all aspects of onboarding. They also provide continuous HR support to manage employee relations and ensure a smooth working relationship between you and your new hires.
Payroll, Benefits, and Compliance
The EOR oversees all payroll operations, benefits, and ensures full compliance with Belgium’s tax laws and employment regulations. This means you don’t have to worry about staying up-to-date with changes in local tax rules or labor standards.
Termination Handling
If termination becomes necessary, the EOR manages the process to ensure it’s conducted fairly and legally according to Belgium’s employment laws. Terminating an employment contract can be complex and costly if not done correctly, but with an EOR, you can rest assured that all legalities will be handled on your behalf.
Difference Between EOR and PEO
You may have heard of PEO (Professional Employer Organization) services before, but how do they compare to an Employer of Record (EOR)? While both models help businesses manage their human resources, there are key differences between the two that are important to understand.
The EOR is the Legal Employer
In Belgium, the Employer of Record (EOR) acts as the legal employer, taking over all employment-related legal and administrative duties, such as managing payroll, taxes, and ensuring compliance with Belgium’s labor laws. On the other hand, with a Professional Employer Organization (PEO), the client company remains the legal employer. In this arrangement, responsibilities like payroll and benefits management are divided between the company and the PEO provider, offering a more collaborative approach.
To use a PEO you Need to Have an Entity in Belgium
A PEO typically requires the client company to have a local entity in the country, whereas an EOR allows businesses to hire employees in countries where they do not have a legal presence.
The Services Provided are Different
Both EOR and PEO services in Belgium provide payroll, benefits administration, and compliance management. However, for businesses seeking a more hands-off approach—where all legal responsibilities are fully outsourced—an EOR in Belgium is typically the preferred choice. This is especially beneficial for companies expanding into Belgium without establishing a permanent entity, as the EOR handles all legal complexities on their behalf.
Learn more about the Difference between PEO and EOR
For a more detailed look at the differences between EOR and PEO, take a look at our article below. It offers key insights to help you determine which model best fits your company’s global hiring strategy. Keep in mind, though—a PEO service will only work if you already have a legal entity in Belgium!
Top providers such as Deel and Multiplier offer both EOR and PEO services, giving businesses the flexibility to expand internationally while managing payroll, compliance, and workforce administration smoothly.
Understanding EOR Pricing Models
When considering an Employer of Record (EOR) service in Belgium, or anywhere, understanding the various pricing models is crucial! Each of them has its benefits and drawbacks. Here’s a concise overview of common EOR pricing models:
Charges a percentage of the employee’s salary.
Pros: Transparent, aligns with employee compensation.
Cons: Costs can rise with higher salaries.
Percentage-Based Fees are most common with small to medium EORs and Employers of Record that take a more personal and custom approach. Percentage-Based Fees is one of the most common pricing models.
Fixed monthly fee per employee.
Pros: Predictable costs, easier budgeting.
Cons: May be less cost-effective for lower-salary employees
Flat Monthly Fees are common with large global EORs.
These Employers of Record often are well established players on the market, such as Multiplier.
Flat fee model is one of the most common pricing models along with Percentage-Based Fees.
Fees based on salary tiers or number of employees.
Pros: Flexible, potentially cost-effective.
Cons: Can be complex to predict exact costs.
Often paired with one of the other pricing models, for example the percentage-based fee becomes lower the more employees you onboard. However it can be found as a stand-alone pricing model, but not as comon.
Tailored pricing based on specific needs.
Pros: Customizable, tailored to requirements.
Cons: Requires detailed discussions, less initial transparency.
Custom pricing is very rare among the biggest players on the market. More knowledge about EOR is often needed to get a good deal working with a custom model.
Charges based on actual usage.
Pros: Pay for what you use, flexible.
Cons: Harder to budget long-term.
Pay-As-You-Go is probably the rarest pricing model and is more often seen in variants of Employer of Record solutions. You are not very likley to encounter this type of pricing structure.
Doing Business in Belgium - A Detailed Overview
Belgium, strategically located in the heart of Europe, is an ideal destination for companies looking to expand internationally. With its diverse economy, highly skilled multilingual workforce, and strong infrastructure, Belgium offers a business-friendly environment that supports growth and innovation.
Key Economic Overview
Belgium’s GDP reached approximately $670 billion in 2023, reflecting steady growth across various sectors, including pharmaceuticals, chemicals, machinery, and food processing. The country maintains a stable annual growth rate of 1.8%, and its inflation rate of 3.1% in 2023 reflects challenges linked to global inflationary pressures. Belgium is a key exporter in sectors like chemicals, vehicles, diamonds, and machinery, contributing to a favorable trade balance and maintaining its role as a significant player in the global economy.
Benefits of Doing Business in Belgium
Belgium’s corporate tax rate, currently set at 25%, is competitive within the European Union, and various tax incentives are available, particularly for companies engaged in research and development (R&D) and environmentally sustainable projects. Belgium’s advanced infrastructure—including its world-class logistics network (with sea ports, airports, and high-speed rail links)—makes it a highly attractive destination for businesses.
We recommend Business Belgium as a trusted resource for foreign companies looking to start operations, hire employees, or manage payroll in Belgium. Their platform offers clear guidance on company registration, employment law, and payroll compliance — ideal for businesses expanding into the Belgian market.
Belgium’s Workforce and Employment Landscape
Belgium boasts a highly skilled, multilingual workforce, making it an attractive market for companies across industries. The workforce is fluent in Dutch, French, German, and English, making it easier for international businesses to operate in multiple languages. Belgium’s labor force exceeds 5.2 million people, with high concentrations of talent in sectors like engineering, IT, healthcare, and finance. The country’s commitment to education and vocational training has created a talent pool that is well-suited to meet the demands of both traditional and modern industries.
Working Hours and Leave Policies
In Belgium, standard working hours are set at 38 hours per week, lower than in many other European countries. Employees are legally entitled to a minimum of 20 days of paid annual leave, although many collective agreements offer additional days off. Overtime is highly regulated, with compensation set at 150% to 200% of the standard wage, depending on the time and day worked.
Parental leave policies in Belgium are also generous. Employees are entitled to up to 17 weeks of maternity leave and 10 days of paternity leave, with the first three days paid by the employer. Beyond that, Belgium offers full parental leave options, with a mix of paid and unpaid days, making it easier for parents to balance work and family life.
Labor Market and Contracts
Employment contracts in Belgium must be formalized in writing, specifying details such as salary, working hours, and job responsibilities. A probationary period is typically agreed upon, often ranging up to six months, after which both parties can terminate the contract under specific conditions. In Belgium, notice periods range from 2 weeks to 3 months, depending on the employee’s length of service and the terms outlined in the contract.
Unlike some countries, Belgium does not rely heavily on Collective Bargaining Agreements (CBAs) in the same way. However, Belgium’s strong labor unions play a significant role in shaping employment conditions, offering robust protection to workers while still allowing flexibility for employers, particularly through sectoral agreements and consultations.
Payroll and Taxation in Belgium
Belgium’s tax and payroll regulations are highly structured, ensuring both employees and employers contribute to the country’s comprehensive social security and welfare systems. Belgium’s tax system is progressive, with higher income earners paying more in taxes. The country’s social security system ensures access to high living standards, with services such as healthcare, unemployment benefits, and pension schemes funded by payroll contributions.
Employer Contributions
In Belgium, employers are required to contribute approximately 27.5% to 32.5% of an employee’s gross salary to various social security funds, which cover the following:
- Pension Contributions: Around 8.86% of gross salary
- Health and Sickness Insurance: Typically 3.80%
- Unemployment Insurance: Covered under broader social security contributions
- Occupational Injury and Work Accident Insurance: 0.30%
These contributions are mandatory and ensure that employees are well-protected under Belgium’s extensive social welfare system, which includes healthcare, pensions, and unemployment insurance.
Employee Tax Obligations
Employees in Belgium are taxed on a progressive scale, with income tax rates ranging from 25% to 50% depending on earnings. In addition to income taxes, employees contribute around 13.07% of their gross salary towards social security, which covers healthcare, pensions, unemployment benefits, and disability insurance. These contributions ensure employees’ access to a wide range of social services, making Belgium’s welfare system one of the most comprehensive in Europe.
Employee Benefits in Belgium
Belgium’s legal framework ensures comprehensive employee benefits, promoting a high quality of life and work-life balance. These mandatory benefits make Belgium one of the best countries globally for employee welfare.
Paid Leave and Public Holidays
Belgian law guarantees employees a minimum of 20 days of paid annual leave per year, assuming they worked a full year prior. In addition, Belgium observes 10 public holidays, including Easter Monday, Labor Day, and National Day (July 21st). These public holidays do not transfer if they fall on a weekend, but some collective agreements provide compensation for missed holidays.
Parental Leave and Childcare Support
Belgium offers generous parental leave policies. Parents can take up to four months of parental leave per child, which can be taken flexibly (e.g., part-time or full-time). Employees also have access to childcare allowances and can adjust their work schedules to meet family needs, such as part-time work for a limited period under the Time Credit system. Belgium’s support for families helps maintain a strong work-life balance.
Sick Leave
In Belgium, employees who are unable to work due to illness are entitled to 100% of their salary for the first 30 days, depending on the contract type. After this period, Belgium’s National Institute for Health and Disability Insurance (INAMI/RIZIV) steps in, providing sickness benefits that are scaled based on the employee’s salary and family situation. This ensures that workers receive continued financial support during long-term illness or injury.
Navigating the Hiring Process in Belgium
Belgium’s hiring process is straightforward and structured, with a focus on compliance and transparency to protect both employees and employers. Companies often utilize job portals, recruitment agencies, and university partnerships to find top talent. Belgium’s strong labor unions also play a role in ensuring fair treatment during the recruitment process, making it crucial to comply with local labor laws and regulations when hiring.
Ensuring Compliance through EOR Services in Belgium
Simplifying Belgian Work Culture and Language Barriers with EOR
Hiring and managing employees in Belgium requires strict adherence to local labor laws and regulations, including industry-specific agreements and employment laws. Employer of Record (EOR) services, such as those offered by Multiplier or Deel, help businesses navigate these complexities with ease. These EOR providers ensure that companies hiring in Belgium remain fully compliant by handling essential tasks such as contract creation, payroll management, tax calculations, and employee terminations. By outsourcing these responsibilities, EOR services reduce legal risks, save time, and allow companies to focus on their core business activities, all while staying compliant with Belgium’s legal framework.
Belgian work culture emphasizes equality, transparency, and a balance between work and personal life, which can be challenging for foreign companies to navigate. In Belgium, the language barrier is particularly important, as contracts and formal communication must often be in Dutch, French, or German, depending on the region. With an EOR like Multiplier or Deel, these challenges become easier to handle. They ensure that your employment practices align with Belgian cultural and legal expectations, while also taking care of language requirements, allowing you to build strong, productive relationships without worrying about local misunderstandings or miscommunication.
Total Cost of Employment in Belgium
When calculating the total cost of employment in Belgium, employers must consider various factors, including salaries, taxes, social contributions, and additional benefits like holiday pay and bonuses. These costs are higher than in some other European countries, but they ensure that employees are well-supported and that businesses can operate effectively within Belgium’s robust social and legal framework. By accounting for these expenses, companies can ensure their employment strategies are both compliant and cost-effective.
Typical Employer Costs
Employers in Belgium should budget for approximately 27.5% to 32.5% on top of an employee’s salary for social security contributions, which include:
- Pension contributions
- Health and sickness insurance
- Unemployment insurance
In addition to these mandatory contributions, employers must also account for paid leave, overtime, and other contractual obligations, as outlined in Belgium’s labor laws.
Total Cost of Employment Calculator
We have created a simple Total Cost of Employment Calculator for Belgium. Please note that this is an estimate designed to calculate the overall cost of employment in Belgium and provide an idea of the cost of using EOR services in the country.
This tool helps you get a rough estimate of how much employment will cost, including the employer’s contributions towards social security and other taxes. Additionally, it can be helpful in understanding how much an employee will take home after taxes and deductions are applied in Belgium.
Total Cost of Employment Calculator for Belgium
Results
Gross Pay
Gross Monthly Salary: EUR
Deductions
Employee Deductions (Taxes & Social Security): EUR
Net Salary: EUR
Employer Costs
Employer Contributions (Taxes & Social Security): EUR
Total Employer Cost: EUR
Approx. EOR Fee: 400 EUR
Challenges of Hiring in Belgium
While Belgium offers an attractive business environment, hiring in the country comes with its own set of challenges. Understanding these obstacles is essential for companies looking to build and manage a successful workforce in Belgium.
Key Hiring Challenges
Belgian labor laws are highly regulated, especially concerning employment contracts, working hours, and employee protections. Employers must comply with strict rules on probation periods, notice periods, and termination processes, which are influenced by the country’s employment regulations rather than Collective Bargaining Agreements (CBAs) like in some other nations. Payroll and tax obligations can also be challenging due to Belgium’s progressive tax system and mandatory employer contributions to social security and pensions.
Additionally, recruitment in Belgium can be competitive, particularly in high-demand sectors such as IT, engineering, healthcare, and finance, which require thorough assessments and multi-step processes to secure top talent.
Cultural Considerations
Belgian work culture emphasizes work-life balance and collaboration, with a focus on maintaining transparent organizational structures. Employers also need to recognize the significance of paid leave and parental benefits, which are highly valued in Belgian society. Navigating these cultural expectations can be critical for businesses aiming to foster a productive and satisfied workforce.
Benefits of Using an EOR in Belgium
For companies expanding into Belgium, partnering with an Employer of Record (EOR) simplifies the hiring process and ensures compliance with local laws. Here are the main advantages:
Risk Mitigation
By managing terminations, severance, and ongoing compliance, an EOR reduces the risk of employment disputes and legal penalties. They ensure adherence to Belgian labor laws, protecting your company from potential liabilities while ensuring all legal processes are handled smoothly.
Cost-Effectiveness
Using an EOR eliminates the need to establish a legal entity in Belgium, significantly reducing operational costs. EOR providers handle payroll, social security contributions, and taxes, streamlining administrative tasks and ensuring that your business stays compliant, all while controlling costs.
Fast Market Entry
An EOR enables businesses to hire employees quickly without the need to set up a legal entity. They handle the intricacies of work permits, onboarding, and local labor compliance, allowing you to establish a presence in Belgium swiftly and focus on growing your business.
Choosing the Right Employer of Record in Belgium
Selecting the right Employer of Record (EOR) provider is essential to ensure a smooth expansion into Belgium. Here are some important factors to keep in mind:
Belgian Labor Law Expertise
Ensure the EOR has a solid understanding of Belgian employment laws, including tax regulations, social security contributions, and worker protections, to avoid compliance issues.Service Flexibility
Look for an EOR that offers a full range of services, including payroll, benefits administration, and contract management, all tailored to your specific business needs.Cost Transparency
Compare pricing models to ensure the EOR’s services align with your budget. Make sure there are no hidden fees and that the cost structure fits your business’s size and operations.Technology and Efficiency
Choose an EOR with an intuitive platform that supports automated payroll, compliance tracking, and reporting. Scalable solutions will help your business grow seamlessly.Customer Support
Evaluate the EOR’s customer support to ensure they provide localized help in Belgium, with fast response times and support across time zones.Local Presence
Working with an EOR that has a direct presence or partnerships in Belgium provides deeper local insights and quicker resolution of any local regulatory issues.
BussinessBelgium
Before partnering with an EOR, we recommend visiting Business Belgium — a trusted national resource that guides foreign companies through the essentials of starting a business, hiring employees, and managing payroll in Belgium. Their platform provides valuable insights into company registration, employment law, and tax compliance, helping businesses understand the local framework before choosing an EOR partner.
Top 5 EOR Providers for Belgium
Choosing the right EOR for your business in Belgium is essential for ensuring compliance, streamlining operations, and supporting your growth plans. We’ve already presented some of the best EOR providers in Belgium earlier in this article. They are all reputable, but if we had to narrow it down to the top five, they are listed below in order of ranking.
- Multiplier: Renowned for its extensive global employment services, providing tailored solutions for businesses expanding internationally.
- Deel: Features a highly intuitive platform that simplifies the process of hiring, onboarding, and managing international teams across various regions.
- Oyster HR: Delivers a fully automated global employment platform, enhanced by robust local expertise to ensure compliance and smooth operations.
- Remote People: Remote People is a global Employer of Record (EOR) covering 150+ countries.
Unusually for an EOR, they also provide direct recruitment and executive search in all locations.
Prices start from $199 per employee, per month.
Ranked #1 for “Ease of Use” in the EOR category on G2. Lano: Known for its scalable global employment solutions, Lano offers businesses an all-in-one platform for managing payroll, compliance, and workforce expansion across multiple countries.
Multiplier
Deel
Remote People
Oyster HR
Learn More
We encourage you to visit their websites and learn more about them all, to see which fits you best
Lano
Conclusions
Expanding your business into Belgium with the help of a trusted Employer of Record (EOR) is a smart and strategic move. Our comprehensive guide shows how an EOR can simplify your entry into the Belgian market by managing compliance, payroll, and HR tasks, saving you both time and resources. If you’re ready to streamline your international expansion, choosing the right EOR provider is essential.
At EORquotes.com, we make it simple to find the perfect EOR partner for your business needs. Our expert reviews and detailed guides compare the top EOR providers, offering insights into their services, pricing structures, and customer feedback. Don’t leave your expansion to chance—explore our in-depth reviews to make an informed choice and secure the best deal available.
Let EORquotes.com guide you through a hassle-free selection process, allowing you to focus on growing your business while we handle the complexities of international hiring. Start today and find the best EOR provider for your business needs in Belgium
Frequently Asked Questions (FAQs)
Why should I use an EOR service in Belgium?
How does the EOR process work in Belgium?
How do I choose the right EOR provider in Belgium?
What are the costs associated with using an EOR service in Belgium?
How quickly can I start employing through an EOR in Belgium?
Is it legal to use an Employer of Record in Belgium?
Can the EOR handle both full-time and part-time employees in Belgium?
How does data protection work when using an EOR in Belgium?
What is the process for switching from one EOR provider to another in Belgium?
How do EOR services in Belgium manage employee benefits and pensions?
Are there specific regulations for hiring foreign employees through an EOR in Belgium?
What happens if an employee needs to be terminated in Belgium?
Can an EOR in Belgium assist with employee onboarding and training?
How do I get started with an EOR in Belgium?
Multiplier
Deel
Oyster HR
Learn More
We encourage you to visit their websites and learn more about them all, to see which fits you best
Lano
