When recruiting your first employee, you will need to make proper arrangements. Other arrangements will then again be required when your employee is working completely or partially abroad. Do you prefer handing this over to experienced professionals? Team Mploy is at your service.
After having taken the proper arrangements, you set up a job application and a salary package. You negotiate that salary and other conditions with the recruited candidate. We seal the arrangements you made in a conclusive employment agreement.
Before you can hire your first employee, you need to register with the NSSO (National Social Security Office). You take out an occupational accident insurance and you need to have workplace regulations, stipulating a significant number of mandatory notices.
In most cases, this is fairly straightforward. But then you need to ensure that the NSSO indicated the right joint committee for you. This is not an easy task in a landscape that contains over 110 joint committees. In the knowledge that there are large differences in labour agreements between joint committees, however, this is an important matter. In this instance, Mploy brings the required knowledge and experience to the table.
Then again, if your employee is deployed fully or partially abroad, there are other regulations to uphold. For this occurrence, we at Mploy are in direct contact with labour law specialists across borders, who we are happy to commission for you.
Our European and Belgian regulators enforce several obligations onto the employer.
For instance, you are not allowed to discriminate during job interviews, directly nor indirectly. This relates to gender and sexual preference, but also to about 28 other criteria.
You need to comply with European regulations with regard to personal data, which means you are not allowed to ask just any questions to your job applicant.
Besides a fixed salary, employers will often offer several other benefits. When composing the salary package, it is best to take the benefits that have been imposed by industry-specific collective agreements into account. Most of those are subjected to distinctive provisions. Consider the use of a company car or bicycle, meal vouchers, retirement benefit plans, invalidity insurance or health insurance.
Besides the conventional labour agreement for full-time employment of indefinite duration, there are plenty of other regimes, each with their own specific rules. Agreements of definite duration, part-time labour agreements, temporary agency work, student work, flexible work…
Salary arrangements, potential bonuses and other benefits need to be recorded unambiguously and compliant with the law. Parties are not free to include just any stipulation in the labour agreement, either. The training clause and the non-compete clause, for instance, are very strictly defined. The protection of trade secrets also requires the appropriate attention.
In short: applying a template found somewhere on the internet, is unthinkable.
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