On both sides of the Belgian-Dutch border, many people are currently employed and unemployment rates are low. However, many employers are currently facing staff shortages due to a gap between job vacancies and employee skills.
The EURES service aims to support finding a solution.
The shortage occupations in the Netherlands (for example in technology, healthcare, IT) and the shortage occupations in Flanders are often the same, but there are differences in the labor markets. For instance, in the Netherlands many more people have part-time/temporary contracts, while in Belgium zero-hour contracts don’t exist and night work is prohibited in principle.
“To improve employee skills, we have a training and development subsidy scheme in the Netherlands, which amounts to €1,000 per year”, says Michael Rutten, advisor for EURES Netherlands.
“In Flanders, the public employment services facilitate complete educational programs, which are also available to Dutch participants.”
Employment Conditions
Generally, gross salaries in Flanders are higher than in the Netherlands, except in the agricultural sector. However, income tax in Belgium is significantly higher, which means net salaries in the Netherlands can sometimes be more favorable. On the other hand, in Belgium employers often offer free meal vouchers and there are better tax arrangements for company car use.
Employee contributions to health insurance are much lower in Flanders. Child benefits are higher than in the Netherlands and are provided for a longer period, and it’s also easier for employees to take leave when it suits them. In Belgium, you are required to take your statutory vacation hours within a year. However, Flanders has more national holidays.
Recruitment
The recruitment process in Belgium is more traditional than in the Netherlands, and printed media and CV databases are still widely used. In the Netherlands, social media like LinkedIn are used much more frequently. Flemish employees are more focused on career development with their current employer, while in the Netherlands staff change employers more often. Furthermore, in the Netherlands, commercial intermediaries (such as temporary employment agencies) are frequently used for recruitment. In Flanders, employees generally receive permanent positions more quickly.
Cultural Differences
Despite the proximity and shared language, there are significant cultural differences between Flanders and the Netherlands. In Flanders, management is more hierarchical. Dutch organizations are flatter and Dutch people communicate much more directly. Dutch managers have more authority over, and place more emphasis on team performance. During job application procedures, candidates in Flanders are generally more modest, while in the Netherlands they are more focused on pitching. Compared to the Netherlands, Flanders also has a different way of doing business: the personal relationship with a business partner comes first, then business. In the Netherlands, it’s often the other way around.
More Attractive
Percentage-wise, there are three times as many people living in Flanders and working in the Southern Netherlands than people living in the Southern Netherlands and working in Flanders. However, this doesn’t necessarily mean that the Dutch labor market is more attractive. It could also be that living in Belgium is cheaper. This corresponds with the fact that about half of the commuters who live in Flanders and work in the Netherlands have Dutch nationality and can thus benefit from advantages on both sides of the border.
“The EURES staff in Flanders are nowadays mainly focused on transnational incoming labor migration, and less on cross-border employment. They focus on incoming migrants from all over Europe”, Michael notes. “The labor markets in Flanders and the Netherlands are fairly comparable, but we maintain close contact about potential collaboration opportunities that exist in specific niches.”
Considering Working across the Border?
We asked Michael for his advice to anyone in Belgium, Flanders, and the Netherlands considering cross-border work: “They should realize that everything changes in terms of social security, health insurance, labor law, taxes, etc. Moreover, although we speak the same language, there are cultural differences. Dutch people, for example, are more direct in their communication.”
Want to Know more?
For more information, you can contact EURES advisor Michael Rutten (michael.rutten@uwv.nl) or labor market analyst Michel van Smoorenburg (michel.vansmoorenburg@uwv.nl).