As 2024 came to a close, there were over 171,000 job vacancies in Belgium, according to StatBel, the Belgian statistics agency. Though lower than in many countries, this does indicate that many companies are struggling to fill roles with domestically recruited team members.
So, what to do then?
Many companies are turning their gaze to the international market. Recruiting expertise internationally to make up for the domestic shortfall. But if you’ve never done this, it can seem a daunting prospect. Where would you even start?
This guide will help you with the broad ideas you’ll need to find the right person for your business and get them started with you.
'Attracting international talent can come with unexpected costs, careful planning helps avoid escalation and keeps everyone happy. '
Picking the Person
Finding the right person to join your team starts with understanding why you want them to join. Whether it’s to build a broader range of experience within your team, establish local knowledge in a key market, or to diversify business practices, a clear vision is key to success.
The next step will be familiar to many; the process of recruitment and interviews must be undertaken. However, there’s more to consider with an international team member. Can they speak the local language? Have they relocated for work before? Are they aware of the culture they will be joining? All of this should be reviewed as part of the interview process.
Finally, does the recruit wish to bring family with them? And do they or their family members have any type of specific accessibility requirements? All should be discussed and accounted for at the earliest point possible.
The Legal Side of Things
As you’d expect, recruiting a foreign citizen to work in Belgium is not the same as employing a local. For a start, a visa and, potentially, other legal documentation will need to be sought and received before they can begin their assignment, as will documentation for anyone travelling with them.
Which and how this can be can be applied for is decided by a number of factors including the duration of their stay and country of origin; you can find a quick introduction to the visa system in Belgium here. It’s also worth noting that discretionary family reunification conditions have been tightened in 2025, so keep this in mind when applying for permits.
With the visa on the way, it will be time to consider the tax implications of your new arrival. It will be necessary in some circumstances to equalize tax rate with the employee’s home country, for example. It will also be necessary to assess whether social security should be paid in Belgium or their country of origin.
These types of tax consideration can be complex and detailed, with heavy penalties for mistakes. We would recommend that you seek professional advice for this part of the process.
The Costs
Unlike normal recruitment, attracting international talent brings extra costs to the table. These can quickly escalate if not planned carefully. Key areas of consideration include:
- Relocation & Travel Expenses: From first trips to meet the team, to moving the family, personal possessions, pets, storage, visa and immigration fees, these can build quickly.
- Housing: If Belgium is more expensive to live in than their home country, it may be necessary to provide a Cost-of-Living Allowance (COLA) to offset the difference in the costs of everyday life.
- Education: If the family comes too, it’s likely that educational costs for any children may be incurred. International school fees, transport costs and associated expenses can be high, so expectations and budgets should be set during negotiations.
- Integration: It’s often necessary to provide support to international assignees. This can take the form of language classes, cultural training, spousal assistance, and much more besides. Again, understanding what is expected and having a budget is crucial to keeping all parties happy.
Moving to Belgium and back again
With all the paperwork done, documents signed, and bags packed, it’s time for the move. But arrival day is just the start.
It is accepted best practice for employers to give new arrivals assignment-long support. This includes assistance in setting up life in their new country, things such as bank accounts, healthcare, cell phones, and utilities are important to help with. It is also important to perform regular check-ins to ensure that they are settling in and enjoying their new home and so is their family.
Finally, when it’s time to leave, having in place a process for departing employees is important. Supporting them in their departure, shutting down their life in Belgium and moving on in their home-country is standard practice to offer. Departures are also a great time to seek feedback on their experience in living in Belgium, working within your team and the international movement services offered by your business.
If you’d like to know more about internation recruitment and relocations, then our members can help. You’ll find a list of ABRA approved specialists here who will be happy to support you in the next steps for your business.
Our thanks go out to AIRINC for providing the inspiration for this article.
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