Which CLA Applies to Payroll? Explained by Sector

You work with payroll employees. But which collective labour agreement (CLA) covers them? The one for your sector? Or a separate payroll CLA?

It looks like a simple question, but the answer trips up plenty of business owners. Here we explain how sector classification works for payroll employees in Belgium. And why it really matters for your wage costs.

The basic rule

Here's what to remember: a payroll employee falls under the CLA of the sector where they work. Not under a separate "payroll CLA".

Hospitality? Then the rules of JC 302 apply. Construction? JC 124. Logistics? JC 226.

It doesn't matter that the employee is legally employed by the payroll company. The principle of equal treatment applies. Payroll employees receive the same pay and working conditions as your permanent staff. We previously wrote a detailed article on the rights of payroll employees.

What is a Joint Committee?

Let's refresh the basics.

Belgium has 164 Joint Committees (since January 2025). Each committee represents a sector or occupational group. It is the consultative body where employers and trade unions make agreements on practically everything that affects your wage costs.

Think of:

• Minimum wages per job function
• Indexation and pay rises
• Working hours and flexibility
• Bonuses and allowances
• Holidays and leave
• Sometimes even training or supplementary pensions

These agreements are set out in collective labour agreements (CLAs). Legally binding. For everyone in that sector.

How is the Joint Committee determined?

The competent Joint Committee depends on the main activity of your company. Not that of the payroll company.

A concrete example.

You run a restaurant (JC 302). You bring in extra bar staff through payroll. Those people fall under JC 302, even though their employment contract sits with the payroll company. It makes sense when you think about it: they stand behind your bar, not the payroll company's.

The NSSO (National Social Security Office) and the FPS Employment determine the classification based on:

• Your business activity as registered with the Crossroads Bank
• Your NACE code
• The nature of the work your employees carry out

Unsure about your Joint Committee? Check with your social secretariat, the FPS Employment or the NSSO.

Why does this matter? An incorrect classification can lead to wage claims, NSSO corrections or fines. The inspection services check this actively.

What does this mean for wages?

Put simply: the wages of your payroll employees are set by the Joint Committee of your sector.

In concrete terms, this means:

• A minimum wage according to the salary scales of your JC
• Indexation in line with the sector agreements
• Any job classification that applies
• Sector bonuses (night work, weekend work, shift premiums)

The payroll company has to apply these rules correctly. Makes sense, but not every payroll company knows all 164 Joint Committees equally well.

Not sure your payroll partner is getting this right? Compare the payslips against the official salary scales for your sector. You'll find them on the FPS Employment website or through your employers' organisation.

Difference from temporary agency work

With temporary agency work there's a nuance. Agency workers fall under JC 322 (temporary agency work), but their pay and working conditions are set by the CLA of the user (your sector). Specific items such as the end-of-year bonus can be arranged through the agency-work CLA.

With payroll? No intermediate Joint Committee. The employee falls entirely under your sector. No agency-work CLA, no extra regulations. Torn between the two options? Read our comparison of payroll vs temp agency.

This makes payroll administratively simpler. But (and here's the pitfall) it also means the payroll company has to know your sector's rules down to the last detail.

Examples by sector

Let's look at how this plays out in practice.

JC 302 (Hospitality) Nine job categories, from dishwasher to restaurant manager. Annual indexation on 1 January. A night premium for work between midnight and 5 a.m. Relatively straightforward.

JC 200 (Supplementary Joint Committee for white-collar workers) The "catch-all category" for white-collar workers who don't fall under any other committee. Simple rules, broadly applicable. Often used for administrative roles.

JC 124 (Construction) This is where it gets complex. Rules around bad-weather and other unemployment, a supplementary pension scheme. If your payroll partner doesn't know this well, you'll run into trouble.

JC 226 (International trade, transport and logistics) White-collar workers in logistics roles. A specific job classification. Good to know: warehouse staff can fall under this one too.

JC 118 (Food industry) Blue-collar workers in food production. Shift premiums, weekend work. Not to be confused with hospitality.

A payroll company with experience in your sector knows these rules. And that saves a lot of headaches.

Key points for employers

Choose a payroll partner with sector knowledge

Not every payroll company knows every Joint Committee equally well. Ask about experience in your sector. Do they have other clients in the same industry? Which complex situations have they already resolved?

Check the wage calculation

Regularly compare whether the wages applied match the sector salary scales. Mistakes happen. And yes, you're jointly responsible.

Report changes on time

Is your business activity changing? This can affect the competent JC. Report it to your payroll partner before you bring in new people.

Watch out for sector bonuses

Night work, weekend work, shift systems. Every sector has its own supplements. Forget them and you not only underpay, you also risk claims and back payments.

What if multiple JCs apply?

Some companies have activities in more than one sector. For example: a construction firm with its own transport department. Or a hospitality business with a catering service.

In principle: the main activity determines the Joint Committee. But where activities are clearly separated, several JCs can apply to different groups of employees.

This is complex. Really complex. Consult your social secretariat or the FPS Employment for a proper assessment. Otherwise you risk double administration or incorrect classifications. You'll find more background in our article on the Joint Committee in Belgium.

For the employee

Are you a payroll employee yourself? Then you're entitled to the same working conditions as permanent colleagues doing comparable work.

In concrete terms:

• The same pay for the same job
• The same bonuses and supplements
• Access to the same facilities (canteen, parking, possibly even a company car)
• Information about vacancies for permanent positions

Your Joint Committee is listed on your payslip. See something there that doesn't add up? Get in touch with the payroll company or your trade union. Want to know exactly what payroll involves? Read our article on what a payroll intermediary is.

In short

A payroll employee falls under the CLA of the sector where they work. Not under a separate payroll arrangement. Pay and working conditions are set by your Joint Committee.

Sounds simple. But it does mean your payroll partner needs to know your sector well. All the salary scales, bonuses and supplements. Choose carefully and check that the rules are being applied correctly.

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How Recruit helps you

Would you rather focus on your core business than on payroll administration? That's what Recruit is for.

With Recruit:

• Contracts in under 60 seconds: create trial and temporary contracts without the hassle
• Automatic wage calculation: correct pay in line with current legislation and your Joint Committee
• Dimona (immediate employment declaration) and social documents: we handle all the declarations, you focus on your business
• 24/7 personal support: always a dedicated contact who knows your business
• No fixed monthly costs: pay only for what you use

Try Recruit or get in touch with our HR experts for tailored advice.

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Frequently asked questions

How do I know which Joint Committee I fall under?

Check your payslip. It's on there. Or check your work rules. Still unsure? Ask your social secretariat. The FPS Employment also has an online search tool.

Can a payroll employee fall under a different JC than permanent colleagues?

In principle, no. Anyone doing the same work for the same employer falls under the same Joint Committee. Otherwise, something is wrong.

What if my payroll partner pays the wrong wage?

The employee can file wage claims. The payroll company is primarily responsible, but as the client you're jointly responsible for providing correct information. So you can't simply say "ask the payroll company".

Is there a specific JC for payroll companies?

No. Payroll employees fall under the JC of the sector where they work, not under a separate payroll committee. That's exactly the whole point.

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The information in this article is purely informative and does not replace professional legal or accounting advice. Labour law changes regularly. Always consult the current legislation or get in touch with an HR expert for advice tailored to your situation.