Finding and growing talent in Europe’s most international capital
Building the right team is one of the most important milestones when establishing your business in Brussels. Beyond its strategic location and international business environment, Brussels offers access to one of Europe’s most diverse and highly educated labour markets.
Whether you are hiring your first employee, relocating an international team or scaling a growing company, Brussels provides the talent, legal framework and support services needed to recruit with confidence.
A diverse and highly qualified workforce
As the capital of Belgium and the European Union, Brussels attracts professionals from across the world. More than 180 nationalities live and work in the city, creating an exceptional multilingual talent pool where French, Dutch and English are commonly used in the workplace.
The region is home to internationally recognised universities, research centres and specialised schools, producing graduates in fields such as engineering, digital technologies, artificial intelligence, life sciences, finance, sustainability and creative industries.
This international ecosystem enables companies to recruit both experienced professionals and young graduates while benefiting from a workforce accustomed to working in multicultural environments.
Becoming an employer in Belgium
Before recruiting employees, companies must complete several administrative formalities.
The first step is obtaining an employer registration number with the National Social Security Office (ONSS/RSZ), allowing the company to register employees and pay mandatory social security contributions.
Employers must also:
- register every new employee through the mandatory Dimona declaration before employment begins;
- establish company working regulations covering working hours, leave policies, remuneration and disciplinary procedures;
- subscribe to workplace accident insurance, which is mandatory for every employer in Belgium;
- appoint an External Service for Prevention and Protection at Work (EDPBW), responsible for employee health, safety and well-being.
Although these obligations may appear complex, they follow a well-established framework designed to protect both employers and employees.
Why most companies work with a social secretariat
Managing Belgian payroll and labour administration requires compliance with detailed social and fiscal regulations. For this reason, over 90% of Belgian companies rely on a recognised social secretariat.
These accredited organisations act as intermediaries between employers and the public authorities and typically manage:
- payroll calculations;
- social security declarations;
- tax withholding;
- holiday pay and end-of-year bonuses;
- employment contracts and legal advice;
- employee declarations and mandatory documentation.
Working with a social secretariat is not compulsory, but it considerably reduces administrative complexity and ensures compliance with Belgian labour legislation—particularly for international companies establishing their first Belgian operations.
Understanding employment costs
When budgeting for recruitment, it is important to distinguish between gross salary, net salary and the total employment cost.
Belgium’s comprehensive social security system is financed jointly by employers and employees.
Typically:
- employers contribute approximately 25% of the employee’s gross salary;
- employees contribute 13.07% through social security deductions;
- personal income tax is withheld according to progressive tax brackets.
For example, a gross monthly salary of €3,500 represents an employer cost of approximately €4,375, while the employee receives a net salary of around €2,150, depending on their personal tax situation.
Understanding these costs from the outset helps companies prepare realistic recruitment budgets.
Employee benefits
Belgian employment law provides employees with an extensive range of statutory benefits.
A full-time employee generally acquires 20 days of paid annual leave, together with holiday allowance consisting of both regular holiday pay and an additional holiday bonus.
Many sectors also provide:
- a 13th month salary or end-of-year bonus;
- meal vouchers;
- hospitalisation insurance;
- company cars or mobility budgets;
- pension contributions;
- eco vouchers and other extra-legal benefits.
Another distinctive feature of Belgium is the automatic indexation of salaries, whereby wages are periodically adjusted to compensate for inflation according to sector-specific collective labour agreements.
Employment contracts
Every employment relationship must be formalised through a written employment contract complying with Belgian labour law and the applicable Collective Labour Agreement (CLA).
The most common contract types include:
- permanent contracts;
- fixed-term contracts;
- part-time contracts;
- replacement contracts.
Each contract should clearly define the employee’s role, salary, workplace, working schedule, start date and termination conditions.
An important legal particularity is that contracts must be drafted in the official language applicable to the region where the employee works. In Brussels, contracts are generally drafted in either French or Dutch.
Collective labour agreements
Belgium’s labour market is organised around sector-specific Collective Labour Agreements (CLAs), negotiated by Joint Committees.
These agreements establish minimum standards regarding:
- salaries;
- working hours;
- overtime;
- holiday entitlements;
- end-of-year bonuses;
- sector-specific benefits.
Every employer must comply with the CLA applicable to its sector of activity, making it advisable to seek guidance from a social secretariat before recruiting.
Hiring international talent
One of Brussels’ greatest advantages is its international labour market.
EU citizens may work freely in Belgium, while non-EU employees generally require a Single Permit, combining residence and work authorisation.
International entrepreneurs establishing their own business may instead require a Professional Card, demonstrating that their activity contributes to the economic development of the Brussels-Capital Region.
Because these procedures involve several administrative authorities, companies should begin applications several months before the intended employment start date.
Recruitment support
Finding qualified employees is facilitated by a broad recruitment ecosystem.
The first point of contact is Actiris, Brussels’ regional employment service, which offers employers free support including:
- publication of vacancies;
- candidate matching;
- recruitment campaigns;
- screening and pre-selection;
- information on hiring incentives.
Companies may also recruit through specialised recruitment agencies, university career centres, professional networks and online recruitment platforms.
LinkedIn has become one of Belgium’s leading recruitment channels, allowing companies to combine vacancy publication with employer branding and direct candidate engagement.
Why recruit in Brussels?
Brussels combines international talent, strong educational institutions and a highly structured employment framework with dedicated public support for employers.
Companies choosing Brussels benefit from:
- access to a multilingual and highly qualified workforce;
- internationally recognised universities and research centres;
- free recruitment support through Actiris;
- experienced payroll and HR partners;
- flexible employment solutions;
- a legal framework that protects both employers and employees;
- excellent access to international talent.
Whether you are hiring your first employee or building a European headquarters, Brussels provides the expertise, diversity and support needed to create a successful and sustainable team.
Download the full handbook guide : https://why.brussels/packages/handbook/
