Wage indexation is back in the spotlight for 2025, and Belgian companies hiring in Marketing & Sales, Retail & Horeca, IT, and HR have a unique opportunity—and challenge—in front of them. As salary adjustments become essential across all sectors, getting your salary review process right is crucial for both talent attraction and retention.
Whether you’re growing your sales team, staffing your retail outlets, or seeking that perfect IT or HR specialist, here’s how to navigate the wage indexation wave and stay ahead of the game.
What wage indexation means for Belgian employers in 2025
In Belgium, wage indexation automatically adjusts salaries to keep up with the cost of living. This year, most employees will see their base salary rise by around 3.58%—a significant increase compared to previous years and one of the highest since the energy crisis.
Sectors affected
- Joint Industrial Committee 200 (JIC 200): White-collar workers across most industries.
- Retail & Horeca (CP 302): Covers restaurants, hotels, cafes—expect a similar 3.56% rise.
- IT, Marketing, Sales, HR: Most roles fall under JIC 200 and will be indexed accordingly.
Indexation is your baseline for salary reviews—it’s not a merit increase, but the minimum needed to keep up with inflation.
Why you can’t ignore wage indexation in the war for talent
With over 57% of Belgian professionals seeking new opportunities this year and salary expectation as a top driver for switching jobs, your salary review process can make or break your hiring and retention efforts. Companies that fail to keep up risk losing candidates to competitors who offer transparent and updated pay.
The step-by-step salary review checklist for 2025
Don’t get caught off guard. Use this practical checklist as your starting point for salary reviews, in line with new indexation adjustments:
- Review your annual budget: Factor in the 3.58% increase for all applicable roles.
- Benchmark salaries: Use up-to-date salary guides to ensure competitiveness in your sector.
- Identify top performers: Plan for additional merit increases or bonuses beyond indexation.
- Assess total rewards: Update not just salary, but also perks and benefits (see next section).
- Communicate changes: Be transparent with staff—clarify the difference between indexation and merit raises.
- Update employment contracts and payslips: Make sure all documentation reflects new salaries.
- Plan timing: Most adjustments take effect from 1 January 2025; don’t delay.
Beyond salary: what top talent really wants in 2025
Pay isn’t everything. Research shows Belgian employees now prioritize a mix of competitive salary and compelling benefits. To win over the best candidates—and convince current staff to stay—focus on these perks:
- Company car or transport allowance (64%)
- Flexible or remote working options (55%)
- Hospitalisation insurance (54%)
- Group pension plans (50%)
- Performance bonuses and meal vouchers (49% and 14%)
Innovative benefits like e-bike leasing, expense allowances, and mental health support are also on the rise, especially in IT, HR, and Marketing.
Salary benchmarks to guide your reviews
Having accurate market data is essential. Here are some indicative average figures for 2025 (gross monthly salary):
| Role / Sector | Average Gross Monthly (€) |
| Marketing & Sales | €3,900 – €5,200 |
| IT | €4,500 – €6,500 |
| HR | €3,600 – €5,000 |
| Retail & Horeca | €2,800 – €3,300 |
Note: Seniority, location, language skills, and extra benefits can strongly influence these numbers.
Tips for communicating salary updates to your team (copy paste if you want)
Transparent and clear communication is key. Here’s a template you can adapt:
Subject: Salary adjustment for 2025
Dear [Employee Name],
As part of our annual review and Belgium’s wage indexation requirements, your gross salary will increase by 3.58% starting 1 January 2025. This reflects our commitment to maintaining your purchasing power.
Any additional merit increases will be discussed based on performance and market data during our next review meeting.
Do not hesitate to contact HR with questions.
Best regards,
[Company Name]
Key trends to watch in hiring for 2025
- Hybrid work is the norm: 83% of Belgian employers offer remote work options.
- Upskilling matters: Candidates with advanced digital, CRM, and language skills win offers, especially in Marketing, IT, and HR.
- Retention is king: With average tenure in Sales & Marketing down to 1.3 years, invest in upskilling, recognition, and engaging workplace culture to keep top staff.
Ready to attract top talent? Put your plan into action
- Use indexation as your starting point, but go beyond with competitive benefits and clear communication.
- Regularly benchmark roles and adjust according to the fast-moving employment market.
- Prioritize a combination of salary, benefits, flexibility, and professional growth to stand out.
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Create your account and discover why Workers.be is the go-to matchmaking platform for ambitious Belgian teams. Don’t let the wage indexation wave catch you off guard—ride it to new heights in 2025.
Stay ahead, stay competitive, and let Workers.be help you build the most attractive team in Belgium.