Post your workers to Belgium, fully compliant

Yes. Any foreign employer who posts workers to Belgium must file the Limosa declaration before the start of the assignment. It generates the Limosa-1 document, which your Belgian client or principal is required to request from you. Some situations are exempt; we check your case and make the declaration for you.

It is the contact, designated in the Limosa declaration, who liaises between your company and the Belgian social inspectorate. They keep the social documents relating to your posted workers available and respond to requests from the administration, during the assignment and up to one year after. We can take on this role for you.

No, and it is a common confusion. The A1 certificate concerns social security: it certifies that your workers remain affiliated in their country of origin. The Limosa declaration concerns Belgian labour law: it reports the presence of your posted workers. Both are mandatory and cumulative — one never exempts you from the other.

There is no single national minimum wage applicable to everyone. Each activity falls under a joint committee that sets its own pay scales and working conditions, above a cross-sector floor (the RMMMG). These conditions also apply to your posted workers. We identify the joint committee applicable to your activity and the scale to apply.

The ConstruBadge is the mandatory identification card for construction workers present on a Belgian site, including posted workers. The Checkinatwork is the daily registration of attendance required on sites that reach the regulatory threshold. For construction, we take care of these formalities in addition to Limosa.

Failure to file the Limosa declaration is penalised under the Social Criminal Code (level 4), with a fine applied per worker concerned. Added to this are the possible stoppage of the site, the regularisation of Belgian social security contributions in the absence of an A1, and the joint and several liability that may fall on your Belgian principal — which is why they will require your proof of compliance.

The distinction is decisive: the provision of labour is strictly framed in Belgium, whereas the provision of services falls under classic posting. An incorrect classification exposes you to reclassification and penalties. We classify your situation before any commitment.

Two levels must be distinguished. For social security, the A1 certificate keeps your workers under the original scheme for 24 months (extendable under conditions). For labour law, the core of Belgian conditions applies for 12 months, extendable to 18 months upon reasoned notification to the FPS Employment; beyond that, almost all of Belgian labour law applies. We monitor these thresholds for you.

For workers who are EU/EEA nationals, no. For a worker who is a third-country national posted by your European company, a work permit may be required: it is a regional competence (Flanders, Wallonia, Brussels-Capital), with its own rules. We check the situation of each worker before the posting.

Yes, a few situations are exempt (short-term assembly or initial installation outside construction, scientific congresses, certain international transport, athletes and artists under conditions, diplomatic staff…). These exemptions are strictly framed and limited in time. When in doubt, it is more prudent to declare: a misinterpreted exemption exposes you to the same penalties as a failure to declare.

Mainly: the Limosa-1 acknowledgement of receipt, the A1 certificate, the employment contract (or equivalent), the record of hours, the wage statements and proof of their payment — and, for construction sites, the ConstruBadge and Checkinatwork registration. These documents must be available during the assignment and kept until one year after. We centralise them via the liaison person.

Beyond the minimum wage of the joint committee, a core of Belgian rules applies: working time and overtime premiums for extra hours, rest periods, annual leave and public holidays, well-being and safety at work, equal treatment. This is the “hard core” provided for by the posting directive. We check its application to your assignment.

It depends on your activity and your operations in Belgium: depending on the case, a Belgian VAT registration may be required, independently of the posting. This is the advantage of a firm that handles both the social AND the fiscal side: we examine your entire Belgian situation, with no blind spots.