Why a site about Belgium specifically

There is no shortage of global EOR comparison content. Almost all of it is written at the level of “Belgium has strong employment protections and high social security contributions” and then moves on. That is true and useless.

What actually determines whether a Belgian hire works is narrower and more specific. Which joint committee you fall under, because that sets the scale, the indexation timetable and the year-end premium. Which language your documents must be in, because the wrong one can void them. Whether your provider can name the lawful route it relies on under the Act of 24 July 1987, because the joint liability for getting that wrong reaches the client and not only the provider.

Those are the questions we write about. They are not the questions a global template answers.

Where the expertise comes from

This site is written by people who work in international employment for a living — the side of it that involves reading collective agreements, arguing about function classifications, and explaining to a client in month four why the payroll cost went up without anyone approving a raise. Belgium comes up constantly in that work, and it comes up as a problem more often than any comparable market.

That background is the reason for the emphasis here on the legality question rather than on feature grids. When you have watched an arrangement unravel because nobody drafted the Article 31 annexe, a comparison table of monthly platform fees looks like the wrong document.

How we assess providers

• Published criteria, applied consistently. Every provider in a ranking is scored against the same list, and the list is on the page.
• Legal structure weighted above price. In most markets you can choose on cost. In Belgium a provider that cannot explain its structure is a risk regardless of the rate.
• Unverified means unverified. We do not publish figures we could not check. Where the Crossroads Bank offers no way to confirm an enterprise number programmatically, we say so rather than restating a provider’s own claim as fact.
• Disagreement stays on the page. Where a lower-ranked provider beats a higher-ranked one on a criterion — local specificity, regional coverage, price — we write that in the higher-ranked entry rather than removing it.
• Two entries in our EOR ranking are not EORs at all. They appear because people search for them in this context, and they are marked accordingly.

How the guides fit together

1. Start with legalityIs EOR legal in Belgium? explains Article 31 and the three lawful routes. It changes the shortlist, so it comes first.
2. Then the routeEOR providers for employment, interim agencies for temporary work, or direct NSSO registration if you are building headcount.
3. Then the numbersMinimum wage and employee benefits get you from a salary figure to a real cost.
4. Then the mechanicsBelgian employment law covers contracts, language, working time, notice and classification.