How are Salaries and Mandatory Payments structured in Belgium?

In Belgium, salaries are typically structured to include regular monthly payments as well as additional mandatory payments. These payments are designed to provide financial support during key times of the year, such as holidays and year-end. Below is an overview of the key components of salary payments and the mandatory payments employers must make.


Salary Payment

  • Recurrence: Employees in Belgium are generally paid monthly. The payment is made once a month, based on the agreed salary in the employment contract.


Mandatory Payments

  1. 13th & 14th Salary
    In addition to the regular monthly salary, employees are entitled to additional payments, known as the 13th and 14th salary. These payments are not a regular part of the monthly salary but are mandatory under Belgian employment law.

  2. Christmas Bonus (“Prime de Fin d’Année”)

    • When Paid: This bonus is typically paid in December.
    • Eligibility: All employees with at least 6 months of seniority at the time the payment is made are eligible. For employees with less than 6 months of service, the bonus is paid proportionally.
    • Amount: The bonus is one monthly wage, paid in full to eligible employees. For employees on fixed-term contracts, or those who started during the year or left before the payment, the bonus is pro-rated according to their length of service.

  3. Holiday Pay (“Double Pécule de Vacances”)

    • When Paid: This payment is typically made when the employee takes their principal holidays, usually in May or June.
    • Amount: The holiday pay is 92% of the employee's monthly gross salary.
    • Purpose: This extra payment is designed to support employees during their annual vacation time and is calculated based on their gross monthly salary.

  4. Annual Bonus (“Prime Annuelle”)

    • When Paid: The annual bonus is paid in June.
    • Amount: For 2024, the gross annual bonus is set at EUR 312.50.
    • Reference Period: The bonus is based on the reference period from June to May.
    • Calculation: The amount is calculated in proportion to the days the employee worked during the reference period. For example, if the employee worked only part of the year, the bonus will be adjusted based on the number of days worked.
    • Exception: The annual bonus is not required if the employer has granted an equivalent benefit to the employee (e.g., an increase in salary).

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