When you, as an employer, hire an employee for the first time, you'll need to make the necessary preparations beforehand. You'll also need to do this if the employee will be working abroad, either fully or partially. Would you rather leave this to experienced professionals? Then the Mploy team is ready to assist you.
Once you've made the necessary preparations, you'll create a job posting and develop a salary package. You'll negotiate the salary and other terms and conditions with the selected candidate. We'll formalize the agreements you've made in a legally binding employment contract.
Before you, as an employer, can hire your first employee, you must register with the RSZ (National Social Security Office). You must take out occupational accident insurance and have employment regulations containing a large number of mandatory information.
In most cases, this is quite simple. However, you also need to ensure that the correct joint committee is registered with the RSZ (National Social Security Office). In a landscape of more than 110 joint committees, this isn't always easy. However, given the significant differences in employment conditions between joint committees, this is an important issue. Mploy has the necessary knowledge and experience in-house for this.
If you have your employee working abroad, either fully or partially, different rules apply. At Mploy, we have direct lines of communication with international employment law specialists, who we're happy to consult on your behalf.
Our European and Belgian regulators impose various obligations on employers.
For example, you may not discriminate during recruitment, even indirectly. Not based on gender or sexual orientation, but also not on the basis of any of the 28 or so other criteria.
You must comply with European rules regarding the processing of personal data and are therefore not allowed to ask the applicant anything.
In addition to a fixed salary, you, as an employer, will often offer other benefits. When designing your salary package, it's best to consider the benefits stipulated by sectoral collective bargaining agreements. Most of these are subject to specific rules. Consider the use of a company car or bicycle, meal vouchers, pension, disability, or hospitalization insurance.
Besides the classic full-time employment contract for an indefinite period, there are numerous other types, each with its own specific rules. Fixed-term contracts, part-time contracts, temporary agency contracts, student contracts, flexi-job contracts, and so on
Agreements regarding wages, any bonuses, and other benefits must be clearly and legally compliant. Parties are not free to include any clause in the employment contract. For example, training clauses and non-compete clauses are very strictly regulated, and the protection of trade secrets also deserves due attention.
In short: using a template taken from the Internet is out of the question.
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