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A Placement Agreement sets out the terms when a company works with employment agencies or recruiters to find temporary staff in Belgium. It's a legally required contract that spells out how the agency will source and place workers, what they'll charge, and who's responsible for what.

Under Belgian labor law, these agreements must cover specific points like working hours, pay rates, and safety requirements. They protect both the hiring company and temporary workers by clearly defining everyone's obligations, insurance coverage, and how long the placement will last. Companies often use them for seasonal work, project-based roles, or to fill temporary gaps in their workforce.

Use a Placement Agreement any time you need temporary staff through a recruitment agency in Belgium. This applies when hiring seasonal workers for peak periods, bringing in specialists for specific projects, or covering employee absences. The agreement becomes essential before the temporary worker starts, as Belgian law requires these terms to be documented.

Most companies need these agreements during business expansion, when handling unexpected staff shortages, or launching time-limited initiatives. Having it in place protects your organization from liability issues, ensures clear payment terms with the agency, and helps maintain compliance with Belgian temporary employment regulations. It's particularly vital in sectors with fluctuating workforce needs like retail, manufacturing, and hospitality.

• Standard Fixed-Term: Used for temporary workers with a clear end date, including seasonal work and holiday coverage. These agreements specify exact duration and renewal terms.
• Project-Based: Tailored for specific initiatives or assignments, defining deliverables and completion criteria rather than fixed dates.
• On-Call Placement: Structured for industries needing flexible staffing, like hospitality or healthcare, with variable scheduling terms.
• Specialized Skills: Enhanced agreements for technical or professional roles, including additional terms about qualifications and knowledge transfer.
• Agency Framework: Master agreements that set general terms for multiple placements over time, commonly used by larger organizations.

• Hiring Companies: Organizations needing temporary staff, responsible for defining job requirements and working conditions in the Placement Agreement.
• Recruitment Agencies: Licensed temporary employment agencies that source and place workers, handling administrative aspects and payroll.
• Temporary Workers: Individuals who perform the work, bound by the agreement's terms regarding duties, hours, and workplace rules.
• HR Managers: Coordinate between parties, ensure compliance with Belgian labor laws, and manage day-to-day implementation.
• Legal Advisors: Review and adjust agreement terms to protect all parties' interests and ensure compliance with Belgian employment regulations.

• Job Details: Gather specific information about the role, including duties, required skills, working hours, and duration of placement.
• Agency Information: Confirm the recruitment agency's Belgian license number and verify their compliance with local temporary employment regulations.
• Payment Terms: Define agency fees, worker compensation, overtime rates, and any additional costs or benefits.
• Workplace Specifics: Document location, safety requirements, equipment provided, and any special conditions.
• Legal Requirements: Include mandatory Belgian employment terms, social security provisions, and insurance coverage details.
• Review Process: Use our platform to generate a compliant agreement, then validate all details with relevant department heads.

• Party Details: Full legal names and registration numbers of the hiring company, recruitment agency, and temporary worker.
• Position Description: Detailed job title, responsibilities, required qualifications, and performance expectations.
• Duration Terms: Start date, end date, renewal conditions, and notice periods for early termination.
• Working Conditions: Hours, location, safety measures, and equipment provisions as per Belgian labor law.
• Compensation Structure: Agency fees, worker salary, benefits, and payment schedule.
• Legal Compliance: References to relevant Belgian employment regulations, social security obligations, and insurance requirements.
• Confidentiality: Data protection measures and professional secrecy obligations under GDPR.

A Placement Agreement differs significantly from a Contractor Agreement in several key ways, though both involve bringing external workers into an organization. Understanding these differences is crucial for compliance with Belgian employment law.

• Employment Relationship: Placement Agreements involve a three-party relationship between company, agency, and worker, while Contractor Agreements create a direct two-party relationship.
• Legal Status: Temporary workers under Placement Agreements are considered employees with full social security benefits, whereas contractors are self-employed professionals.
• Duration and Flexibility: Placement Agreements typically have strict time limits under Belgian law, while Contractor Agreements can be more open-ended or project-based.
• Management Control: Placement workers integrate into the company's workforce under direct supervision, while contractors maintain independence in how they complete their work.
• Cost Structure: Placement fees include agency markups and employee benefits, whereas contractor costs are usually straightforward hourly or project-based rates.