EOR in Belgium: finally clarity, not a free pass

Employer of Record (EOR) – it sounds like the perfect shortcut to quickly recruit international talent without a local entity or legal hassle. This arrangement is gaining popularity worldwide. But anyone who thinks it is simply “possible” in Belgium has recently been disappointed. The Flemish government has formally confirmed that EOR services are subject to the accreditation requirement for temporary employment agencies. And that fundamentally changes the rules of the game.

The Belgian position comes as no surprise to those familiar with our labour legislation, but it is a clear wake-up call for foreign EOR providers and their clients.

EOR: simple concept, complex practice

In theory, EOR is simple: an external party (the EOR) becomes the legal employer of the employee, while the client retains day-to-day management. But what “works” in the US, the Netherlands or Estonia quickly leads to legal friction in Belgium. Because here, there is one golden rule: the transfer of employer authority to third parties is strictly regulated — and in most cases even prohibited, unless you are recognised as a temporary employment agency.

International EOR providers have ignored this nuance too often. They focused on speed and convenience, but forgot the Belgian detail: the law on temporary employment. This is not optional. And that is not a semantic issue, but a crucial condition for being able to operate legally at all.

From grey area to clear line

For years, EOR services operated in a legal grey area. Many foreign parties interpreted Belgian regulations broadly or… not at all. But since 2025, there is no longer any room for interpretation: an EOR without accreditation is simply against the law.

What has changed – and this is important – is that the former maximum duration of six months for temporary work is now viewed more flexibly. Even contracts of indefinite duration can now fall under the accreditation scheme. This relaxation is in line with the federal coalition agreement, which recognises international employment as a structural necessity. And that is good news.

EOR without accreditation? A risk, not an innovation

Let’s be clear: in Belgium, an EOR without accreditation is not a smart innovation, but a legal time bomb.

Anyone who still offers EOR services without a deposit, without accreditation and without a local point of contact risks not only fines, but also reputational damage — for themselves and for the client. Compliance is not a hurdle, but a means of differentiation.

Accredited EORs demonstrate that they take the Belgian labour market seriously. That is precisely where the opportunity lies: building trust by opting for quality, transparency and legal certainty.

A regulated model as a quality label

At first glance, the Belgian approach seems strict. But that is precisely what makes it interesting. In an international market where EOR providers are springing up like mushrooms, the Belgian model is becoming a potential quality label.

Those who invest in accreditation, transparency and legal solidity today are positioning themselves as reliable players. Not despite, but thanks to the Belgian rules.

This also opens up new prospects for accredited Belgian temporary employment agencies. With their infrastructure, compliance knowledge and existing accreditation, they are perfectly placed to offer new EOR services within a legal framework.

Conclusion: EOR in Belgium has come of age

The time for interpretation and non-commitment is over. EOR in Belgium is no longer something to be tried in the meantime. It is a service that has been given clear legal contours. And that is a good thing. Not to penalise, but to protect: employers, employees and the labour market as a whole.

For companies seeking to recruit internationally without risk, EOR remains a powerful tool — provided you play by the rules.