This GMS Flash Alert reports on the new salary criteria in Belgium that must be met for employees on a Belgian work permit type B or a European Union (EU) Blue Card, with effect from January 1, 2017.
On January 1, 2017, the salary criteria for the Belgian work permit type B and the European Union (EU) Blue Card will increase (yearly indexation). The annual gross salary requirements for the Belgian work permit type B will be increased to EUR 40,124 for highly-skilled personnel and EUR 66,942 for personnel in a management position.1 The new threshold for the EU Blue Card has been not yet been announced.
The Belgian national immigration authorities will only grant a Belgian work permit type B or an EU Blue Card if the respective salary requirements are complied with. Companies need to offer employees coming into Belgium for positions that require a Belgian work permit type B or an EU Blue Card salaries that reflect the new minimum salary thresholds.
All non-European Economic Area (EEA) or Swiss nationals performing professional activities for their employers in Belgium have to be in possession of a Belgian work permit or an EU Blue Card prior to the start of their professional activities in Belgium.
According to Belgian legislation, very specific conditions apply for obtaining a Belgian work permit type B. These conditions can be difficult to comply with. However, exceptions apply for specific categories of personnel. Amongst these exceptions, two categories are frequently used by companies active in Belgium, i.e., the category of highly-skilled personnel and the category of personnel in a management position. In order to qualify as highly-skilled personnel and personnel in a management position, certain conditions have to be met, for example the worker concerned must earn at least a certain annual salary. These salary thresholds are indexed yearly.
Starting from January 1, 2017, they will amount to EUR 40,124 for highly-skilled personnel and EUR 66,942 for personnel in a management position.2
1 Article 9, 6° and 7° and Article 37 Royal Decree of 9 June 1999 (Flemish Region); for the Web page (in Flemish) mentioning these new thresholds, clickand (Flemish Region). For the webpage (in Flemish) for Work Permit type B, click.
2 For last year’s report on salary criteria, see GMS Flash Alert 2015-145 (December 4, 2015).
For further information or assistance, please contact your local GMS or People Services practice professional* or one of the following professionals with the KPMG International member firm in Belgium:
Tel.: +32 2 708 3846
Tel.: +32 2 708 3622
Tel.: +32 2 708 4288
* Please note that KPMG LLP (U.S.) does not provide immigration services.
The information contained in this newsletter was submitted by the KPMG International member firm in Belgium.
© 2019 KPMG Bedrijfsrevisoren - Réviseurs d’Entreprises, a Belgian civil CVBA/SCRL and a member firm of the KPMG network of independent member firms affiliated with KPMG International Cooperative ("KPMG International"), a Swiss entity. All rights reserved.
Flash Alert is an Global Mobility Services publication of KPMG LLPs Washington National Tax practice. The KPMG logo and name are trademarks of KPMG International. KPMG International is a Swiss cooperative that serves as a coordinating entity for a network of independent member firms. KPMG International provides no audit or other client services. Such services are provided solely by member firms in their respective geographic areas. KPMG International and its member firms are legally distinct and separate entities. They are not and nothing contained herein shall be construed to place these entities in the relationship of parents, subsidiaries, agents, partners, or joint venturers. No member firm has any authority (actual, apparent, implied or otherwise) to obligate or bind KPMG International or any member firm in any manner whatsoever. The information contained in herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.