Employer of Record in Belgium

Yes. Under an EOR arrangement Dhi ADT is the recognised employer under the applicable Joint Committee, holding the contract, payroll and NSSO/ONSS registration. You direct the employee's work.

Belgium's TEA framework is well established for exactly this, which is why foreign employers use it more here than in most EU markets.

A Commission Paritaire is a sector-level body whose collective agreement is binding on every employer in that sector. It sets salary floors, benefits, working-time rules and notice periods.

Your committee is determined by your company's primary activity, not chosen. Get it wrong and every payslip, every entitlement and every termination is calculated against the wrong rules — retroactively correctable at your cost.

Budget roughly 1.30–1.35× gross salary before the EOR fee. Employer social security is around 27% for white-collar staff and around 33% for blue-collar.

On top of that, most Joint Committees require a 13th month and meal vouchers of roughly €8 per working day, which are easy to leave out of a first estimate.

It depends on your Joint Committee. Under most it is mandatory and paid in December; under a minority it is not. Because it is committee-driven rather than universal, we confirm it as part of the committee identification before any offer is made.

There is no statutory severance formula, but notice periods are calculated in weeks by length of service under the Eenheidsstatuut and lengthen steeply with tenure. Where notice is paid in lieu, the entire period lands as one cash cost.

The practical answer: model the exit cost when you make the offer, not when you want to make the exit.

For qualifying executives, specialists and researchers, up to 35% of remuneration can be paid as a tax-free allowance with no annual cap. That changes the gross salary needed to hit a target net, so it is worth assessing before the compensation offer is fixed.