4 tips for anyone who wants to enter the Belgian market with flexible workers

Last year, we entered the Belgian market ourselves and experienced for ourselves what needs to be paid attention to. In this blog, we share some tips for anyone considering entering the Belgian market.

1. Understand the language and culture

As a Dutch company, it seems easy, because in Belgium they speak Dutch. However, there is also a large part that is French-speaking. It is therefore important that agreements are made regarding the language of communication.

Moreover, the fact that a large part of the company speaks the same language does not mean that there are no cultural differences. Belgians, for example, are often more modest than the average Dutchman. Keep this in mind when making appointments, phone calls or deals.

2. Read up on Belgian legislation.

Without a thorough understanding of the laws and regulations of the foreign market, you can easily damage your company's reputation. Some important tips about laws and regulations that many temping agencies have to deal with:

• In Belgium, you have to have a motive to be able to temp. You must therefore be able to demonstrate that your motive justifies the use of flexible temporary workers.
  The legal minimum wage in Belgium differs per region and per level. This is laid down in the Joint Committee: a Belgian consultative body between employers and employees, responsible for collective labour agreements, which can differ per sector.
• The remuneration for candidates can therefore differ per collective labour agreement.
• When sending out employees, account must be taken of the creation of contracts on a day-to-day basis. Every entry and exit of an employee must be declared via Dimona.We therefore recommend working with an external party that guarantees this work and already knows the Belgian laws and regulations. We work together with Staffable, the payroll organisation that has taken away a lot of our worries and is therefore highly recommended for a pleasant cooperation!
• When setting up contracts, make sure that the court that has to sort out a possible dispute is Dutch-speaking. This is the court in Antwerp. At the court in Brussels, the language is French. Also, legal cases are generally handled faster in Antwerp than in Brussels.

3. Apply for a temporary employment permit.

To be able to employ temporary workers in Belgium, a Dutch company needs a so-called 'recognition'. The deployment of workers is not permitted without an approval.

To obtain a licence for a temporary employment agency, Belgium has divided the labour market into three types of activity: temporary employment in the construction industry, in the artistic sector and in other sectors.
For each type, a separate approval must be applied for, which must be paid for once. In addition, Belgium is divided into three regions: Flanders, Brussels and Wallonia. A temporary employment agency must activate a separate accreditation for each region. A deposit of €75,000 must be paid to the Social Fund separately for each recognition. This deposit is indefinite and will be refunded after 5 years after your activities in Belgium have stopped, provided no unforeseen costs occur.

4. Make sure your infrastructure is in order.

Just as you have ensured that you can be reached by your Dutch clients and candidates, you must also ensure that this is the case for Belgians. So make sure you have a Belgian number where you can be reached. Also make sure that your website has a Belgian version, with a French translation, so that you do not miss out on any potential customers/candidates because of a possible language barrier. This of course also applies when you use an application or software platform.  

If you are considering entering the Belgian market with your company, do not hesitate to contact us if you have any questions!