{"id":178973,"date":"2022-07-06T15:27:02","date_gmt":"2022-07-06T13:27:02","guid":{"rendered":"https:\/\/arlettipartners.com\/detachement-des-travailleurs-en-belgique\/"},"modified":"2026-10-20T12:09:48","modified_gmt":"2026-10-20T10:09:48","slug":"detachement-des-travailleurs-en-belgique","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-belgique\/","title":{"rendered":"D\u00e9tachement des travailleurs en Belgique"},"content":{"rendered":"&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Nous vous pr\u00e9sentons ci-dessous les obligations \u00e9tablies par la l\u00e9gislation belge et europ\u00e9enne pour le d\u00e9tachement de travailleurs en Belgique par des entreprises \u00e9tablies dans un \u00c9tat membre.<\/p>&#13;\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">&#13;\n<p class=\"wp-block-paragraph\">Pour avoir un aper\u00e7u de la l\u00e9gislation europ\u00e9enne en la mati\u00e8re, consultez notre <a href=\"https:\/\/arlettipartners.com\/fr\/reglementation-travailleurs-detaches-directives-ue-detachement\/\">guide sur les directives europ\u00e9ennes relatives aux travailleurs d\u00e9tach\u00e9s.<\/a><\/p>&#13;\n<\/blockquote>\r\n&#13;\n<h2 id=\"obligations\" class=\"wp-block-heading\">Obligations pr\u00e9liminaires pour les entreprises d\u00e9tachant des travailleurs en Belgique<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\"><div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n&#13;\nTout d\u2019abord, avant le d\u00e9but de la mission en Belgique, l\u2019employeur \u00e9tranger est tenu, sauf exemption applicable, d\u2019introduire une d\u00e9claration \u00e9lectronique via le portail du gouvernement belge, appel\u00e9e <a href=\"https:\/\/www.international.socialsecurity.be\/working_in_belgium\/fr\/limosa.html\"><strong>d\u00e9claration Limosa<\/strong><\/a>.&#13;\n&#13;\n<\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Ce document doit contenir :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>des informations d\u00e9taill\u00e9es sur l&#8217;employeur,<\/li>&#13;\n<li>les donn\u00e9es d\u2019identification des travailleurs d\u00e9tach\u00e9s,<\/li>&#13;\n\r\n\r\n&#13;\n<li>les coordonn\u00e9es de la personne \u00e0 contacter,<\/li>&#13;\n\r\n\r\n&#13;\n<li>la nature des services fournis,<\/li>&#13;\n\r\n\r\n&#13;\n<li>des informations sur le client belge, le lieu de travail et<\/li>&#13;\n\r\n\r\n&#13;\n<li>la dur\u00e9e du d\u00e9tachement en Belgique.<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019employeur \u00e9tranger doit \u00e9galement d\u00e9signer une <strong>personne de liaison<\/strong>, qui assure, si n\u00e9cessaire, les contacts avec les autorit\u00e9s du travail. La personne d\u00e9sign\u00e9e ne doit pas n\u00e9cessairement \u00eatre domicili\u00e9e en Belgique, mais doit \u00eatre disponible pendant la dur\u00e9e du d\u00e9tachement.<\/p>&#13;\n&#13;\n<h3 class=\"wp-block-heading\">Disponibilit\u00e9 des documents relatifs au d\u00e9tachement en Belgique<\/h3>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019Inspection du travail belge peut demander les documents suivants pendant la mission et durant l\u2019ann\u00e9e qui suit sa fin :&#13;\n<\/p>&#13;\n\r\n<ol class=\"wp-block-list\">&#13;\n<li>Une copie du <strong>contrat de travail<\/strong> du travailleur d\u00e9tach\u00e9 ou un document \u00e9quivalent contenant les \u00e9l\u00e9ments essentiels de la relation de travail.<\/li>&#13;\n\r\n\r\n&#13;\n<li>Des informations sur la <strong>devise utilis\u00e9e pour le paiement de la r\u00e9mun\u00e9ration<\/strong>, les avantages en esp\u00e8ces et en nature li\u00e9s \u00e0 l\u2019expatriation, ainsi que les <strong>conditions de rapatriement<\/strong> du travailleur d\u00e9tach\u00e9 (si ces informations ne figurent pas d\u00e9j\u00e0 dans le document vis\u00e9 au point 1).<\/li>&#13;\n\r\n\r\n&#13;\n<li><strong>Fiches de temps<\/strong> indiquant le d\u00e9but, la fin et le total des heures de travail quotidiennes du travailleur d\u00e9tach\u00e9.<\/li>&#13;\n\r\n\r\n&#13;\n<li><strong>Bulletins de salaire et preuve du paiement des salaires<\/strong> des travailleurs d\u00e9tach\u00e9s.<\/li>&#13;\n<\/ol>\r\n&#13;\n<p class=\"wp-block-paragraph\">Sur demande, l\u2019employeur doit fournir une traduction des documents concern\u00e9s en fran\u00e7ais, en n\u00e9erlandais, en allemand ou en anglais.<\/p>&#13;\n<p>Ces documents doivent \u00eatre mis \u00e0 la disposition de l\u2019Inspection du travail belge sur demande et peuvent \u00eatre fournis sous forme papier ou \u00e9lectronique.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">De plus, les employeurs ayant soumis la d\u00e9claration LIMOSA sont dispens\u00e9s, pendant une p\u00e9riode de 12 mois \u00e0 compter de la date \u00e0 laquelle le premier travailleur commence \u00e0 travailler en Belgique, d\u2019\u00e9tablir et de tenir \u00e0 jour les documents suivants :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>Normes de travail<\/li>&#13;\n\r\n\r\n&#13;\n<li>Registre du personnel<\/li>&#13;\n\r\n\r\n<\/ul>\r\n&#13;\n<p class=\"wp-block-paragraph\" data-pm-slice=\"1 1 []\">En effet, \u00e0 l\u2019expiration de la dispense applicable de 12 mois, l\u2019employeur \u00e9tranger doit \u00e9tablir et conserver ces documents conform\u00e9ment \u00e0 la l\u00e9gislation belge. Un employeur \u00e9tranger non \u00e9tabli en Belgique doit veiller \u00e0 ce que les documents concern\u00e9s soient conserv\u00e9s au domicile belge d\u2019une personne physique agissant en qualit\u00e9 de mandataire ou de repr\u00e9sentant et en informer pr\u00e9alablement l\u2019Inspection du travail comp\u00e9tente. Ce r\u00f4le est distinct de celui de la personne de liaison.<\/p>&#13;\n&#13;\n<h2 id=\"exemption\" class=\"wp-block-heading\">Activit\u00e9s exempt\u00e9es de l&#8217;obligation de notification<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Certaines cat\u00e9gories de personnes et d\u2019activit\u00e9s sont exempt\u00e9es de l\u2019obligation d\u2019introduire la <a href=\"https:\/\/www.international.socialsecurity.be\/working_in_belgium\/fr\/limosa.html\"><strong>d\u00e9claration LIMOSA<\/strong><\/a>, notamment les artistes, les diplomates, les travailleurs du transport international, sous r\u00e9serve des exceptions applicables, ainsi que les travailleurs participant \u00e0 des congr\u00e8s scientifiques.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Par ailleurs, une exemption est pr\u00e9vue pour les travaux de montage initial et\/ou de premi\u00e8re installation de biens fournis par l\u2019entreprise d\u00e9tachante, qui envoie des travailleurs qualifi\u00e9s et\/ou sp\u00e9cialis\u00e9s pour une dur\u00e9e maximale de 8 jours. Ces travaux doivent faire partie int\u00e9grante du contrat de fourniture et \u00eatre n\u00e9cessaires \u00e0 la mise en service des biens. Cette exemption ne s\u2019applique pas aux activit\u00e9s de construction.<\/p>&#13;\n&#13;\n<h2 id=\"conditions\" class=\"wp-block-heading\">Conditions de travail et salariales en Belgique<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Pendant la premi\u00e8re p\u00e9riode de 12\/18 mois, les employeurs qui d\u00e9tachent des travailleurs en Belgique doivent respecter les conditions de travail, de r\u00e9mun\u00e9ration et d&#8217;emploi :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>\u00c9tablies par des dispositions l\u00e9gales et r\u00e9glementaires dont le non-respect est soumis \u00e0 des sanctions p\u00e9nales<\/li>&#13;\n\r\n\r\n&#13;\n<li>\u00c9tablies par des conventions collectives contraignantes<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Ces conditions comprennent notamment la dur\u00e9e du travail et les p\u00e9riodes de repos, la r\u00e9mun\u00e9ration, les cong\u00e9s annuels pay\u00e9s, les jours f\u00e9ri\u00e9s ainsi que les exigences en mati\u00e8re de sant\u00e9 et de s\u00e9curit\u00e9. La r\u00e9mun\u00e9ration applicable doit \u00eatre d\u00e9termin\u00e9e en fonction du secteur concern\u00e9 et de la commission paritaire comp\u00e9tente. Les conditions plus favorables applicables en vertu de la l\u00e9gislation de l\u2019\u00c9tat d\u2019envoi restent garanties.<\/p>&#13;\n<p class=\"has-text-align-left\">Il est important de rappeler que la notion de r\u00e9mun\u00e9ration n\u2019inclut pas le remboursement des d\u00e9penses effectivement engag\u00e9es du fait du d\u00e9tachement (voyage, nourriture et logement). Les allocations de d\u00e9tachement doivent donc \u00eatre distingu\u00e9es des sommes vers\u00e9es \u00e0 titre de remboursement de frais.<\/p>&#13;\n&#13;\n<h2 id=\"assignments\" class=\"wp-block-heading\">Missions en Belgique d&#8217;une dur\u00e9e sup\u00e9rieure \u00e0 12 mois<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Dans les cas o\u00f9 la p\u00e9riode de d\u00e9tachement en Belgique d\u00e9passe 12 mois, l&#8217;employeur \u00e9tranger peut obtenir une exemption, pour une p\u00e9riode suppl\u00e9mentaire de six mois, de l&#8217;obligation d&#8217;appliquer les conditions de travail suppl\u00e9mentaires belges selon le r\u00e9gime sp\u00e9cial normalement applicable dans ce cas.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Plus pr\u00e9cis\u00e9ment, l\u2019entreprise d\u00e9tachante doit adresser une notification motiv\u00e9e \u00e0 l\u2019Inspection du travail belge avant la fin du douzi\u00e8me mois de d\u00e9tachement. Cette notification est distincte de la d\u00e9claration LIMOSA.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Toutefois, \u00e0 l\u2019issue de cette p\u00e9riode de 18 mois, les employeurs qui d\u00e9tachent des travailleurs en Belgique doivent respecter l\u2019ensemble des conditions de travail, de r\u00e9mun\u00e9ration et d\u2019emploi. Il s\u2019agit notamment :<\/p>&#13;\n<ul>&#13;\n<li>legal and regulatory provisions, including those whose non-compliance is not subject to criminal sanctions; and<\/li>&#13;\n<li>collective agreements made compulsory by Royal Decree.<\/li>&#13;\n<\/ul>&#13;\n<p data-pm-slice=\"1 3 []\">Restent exclus :<\/p>&#13;\n<ol start=\"1\" data-spread=\"false\">&#13;\n<li>&#13;\n<p>des proc\u00e9dures, formalit\u00e9s et conditions relatives \u00e0 la conclusion et \u00e0 la r\u00e9siliation des contrats de travail, y compris les clauses de non-concurrence ;<\/p>&#13;\n<\/li>&#13;\n<li>&#13;\n<p>des r\u00e9gimes compl\u00e9mentaires de retraite professionnelle.<\/p>&#13;\n<\/li>&#13;\n<\/ol>&#13;\n\r\n<ul class=\"wp-block-list\"><\/ul>\r\n\r\n<ol class=\"wp-block-list\">\r\n\r\n<\/ol>\r\n&#13;\n<h2 id=\"socialsecurity\" class=\"wp-block-heading\">Coordination de la s\u00e9curit\u00e9 sociale en Belgique<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Conform\u00e9ment au <a href=\"https:\/\/arlettipartners.com\/regulation-883-2004-smart-working-and-european-social-security-legislation\/\">r\u00e8glement europ\u00e9en 883\/2004<\/a>, un travailleur d\u00e9tach\u00e9 peut continuer \u00e0 relever, pendant une p\u00e9riode maximale de 24 mois, de la l\u00e9gislation de s\u00e9curit\u00e9 sociale de l\u2019\u00c9tat membre dans lequel son employeur est \u00e9tabli, \u00e0 condition que les conditions applicables soient remplies.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\"><div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n<div>&#13;\n&#13;\nLa l\u00e9gislation de s\u00e9curit\u00e9 sociale applicable est attest\u00e9e par le <a href=\"https:\/\/arlettipartners.com\/fr\/formulaire-a1-travailleurs-detaches\/\">certificat A1<\/a>, d\u00e9livr\u00e9 par l\u2019institution de s\u00e9curit\u00e9 sociale comp\u00e9tente de l\u2019\u00c9tat concern\u00e9.&#13;\n&#13;\n<\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><br\/><\/div><\/p>&#13;\n&#13;\n<h2 id=\"requirements\" class=\"wp-block-heading\">Exigences sp\u00e9cifiques pour les agences d&#8217;emploi int\u00e9rimaire<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">En Belgique, les agences d&#8217;emploi int\u00e9rimaire doivent obtenir une autorisation pr\u00e9alable de l&#8217;autorit\u00e9 r\u00e9gionale comp\u00e9tente (Bruxelles, Flandre ou Wallonie). En cons\u00e9quence, sans cette autorisation, elles ne peuvent l\u00e9galement exercer leur activit\u00e9. <\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">De ce fait, le <a href=\"https:\/\/arlettipartners.com\/fr\/detachement-travailleurs-interimaires-lignes-directrices\/\" target=\"_blank\" rel=\"noopener\"><span style=\"text-decoration: underline;\"><strong>d\u00e9tachement de travailleurs int\u00e9rimaires<\/strong><\/span><\/a> en Belgique est soumis \u00e0 des restrictions strictes. Par cons\u00e9quent, le recours \u00e0 l&#8217;int\u00e9rim n&#8217;est en r\u00e9alit\u00e9 possible que pour l&#8217;ex\u00e9cution de certains types de travaux, notamment :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>Remplacer un employ\u00e9 permanent<\/li>&#13;\n\r\n\r\n&#13;\n<li>R\u00e9pondre aux besoins d&#8217;une augmentation temporaire du travail<\/li>&#13;\n\r\n\r\n&#13;\n<li>Assurer l&#8217;ex\u00e9cution de travaux exceptionnels<\/li>&#13;\n<\/ul>\r\n&#13;\n<h2 id=\"penalties\" class=\"wp-block-heading\">Sanctions pour non-respect selon le Code p\u00e9nal social belge<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Le Code p\u00e9nal social pr\u00e9voit des sanctions administratives ou p\u00e9nales en cas de d\u00e9faut de d\u00e9claration Limosa ou de communication de la d\u00e9signation de la personne de liaison. Ces infractions sont en effet punies de sanctions de niveau 4 :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>Le montant de l\u2019amende p\u00e9nale peut varier entre 6 000 \u20ac et 70 000 \u20ac ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>Le montant de l\u2019amende administrative peut varier entre 3 000 \u20ac et 35 000 \u20ac.<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Ces montants sont donc multipli\u00e9s par le nombre de salari\u00e9s concern\u00e9s par l&#8217;infraction. <\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">En ce qui concerne les sanctions p\u00e9nales, une peine d\u2019emprisonnement de six mois \u00e0 trois ans est \u00e9galement pr\u00e9vue dans le cadre des sanctions de niveau 4.<\/p>&#13;\n","protected":false},"excerpt":{"rendered":"<p>Le d\u00e9tachement des travailleurs en Belgique est r\u00e9gi par la loi belge du 5 mars 2002, par laquelle la directive 96\/71\/CE a \u00e9t\u00e9 transpos\u00e9e.<\/p>\n","protected":false},"author":42,"featured_media":151556,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wpai_generated_summary":"","footnotes":""},"categories":[1716],"tags":[],"country":[1540],"container":[6614],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-178973","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-of-workers-for-provisions-of-services","country-belgique","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.7 (Yoast SEO v28.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement des travailleurs en Belgique : un aper\u00e7u des exigences<\/title>\n<meta name=\"description\" content=\"Le d\u00e9tachement des travailleurs en Belgique est r\u00e9gul\u00e9 par la loi belge du 5 mars 2002, par laquelle la Directive 96\/71\/CE a \u00e9t\u00e9 transpos\u00e9e.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-belgique\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"D\u00e9tachement des travailleurs en Belgique\" \/>\n<meta property=\"og:description\" content=\"Le d\u00e9tachement des travailleurs en Belgique est r\u00e9gi par la loi belge du 5 mars 2002, par laquelle la directive 96\/71\/CE a \u00e9t\u00e9 transpos\u00e9e.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-belgique\/\" \/>\n<meta property=\"og:site_name\" content=\"Arletti Partners\" \/>\n<meta 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