Contractor compliance is the work of establishing that the people you engage as independents actually are independents, and that the record behind them holds. Payroll is one of the answers, not the whole service. We do this across 11 countries, which matters from December 2026, when the European presumption of employment starts landing in national law at different speeds.
The general criteria Belgian law applies to a working relationship: intent, freedom over working time, freedom over the work, and whether control can be exercised.
When the European presumption of employment has to be in national law. Most member states are running late.
Fail more than half the sector criteria and self-employment is presumed. Meet more than half and it is not.
Status review per engagement
Against the criteria that apply where the work happens.
Contract and reality alignment
Because the label loses to the facts.
Statutory declarations
Dimona, Limosa and their equivalents abroad.
Payroll and social contributions
Run correctly once the status is settled.
Collective agreement mapping
Which one applies, and what it obliges.
Cross-border postings
Coverage documents, and what happens without them.
Audit and inspection support
The file assembled before anyone asks for it.
Defensible status
Each engagement assessed against the criteria that actually apply, with the reasoning written down. If an inspector or a court looks at the relationship, the answer is a file rather than an argument about what everyone intended.
One view across countries
The same contractor population read against several national tests at once, so you find out that an arrangement working in Belgium fails in France before someone else points it out.
Declarations that are actually filed
Nothing starts before the declaration exists. Sounds obvious, and it is the single most common gap we find when we open a contractor population for the first time.
Payroll that fits
Where a review concludes someone should be employed, we put them on a compliant footing rather than leaving you with a finding and no remedy. Paid correctly, under the right agreement, from the right date.
With us | In-house | Social secretariat | Nobody | |
|---|---|---|---|---|
| Who assesses | Sparagus, per engagement | Legal, when asked | Strong on payroll, narrow on status | The contract, and hope |
| Coverage | Every country you engage in | Usually one country properly | Its own country | None, by definition |
| Record kept | Reasoning written, kept current | In an email thread | For employees, yes | The signed contract, and nothing else |
| If it is wrong | We propose the remedy too | You find out from an inspection | Corrects the payroll, not the setup | Requalification, backdated |
| Fits when | Independents across several countries | Few independents, one country | Employees, domestic only | Never, though it is common |
Send us five contracts and how those five people actually work. That is usually enough.
Population mapping
Who is engaged how, in which country, under which contract, and doing what in practice.
Assessment per country
Each engagement read against the national criteria, not against one template applied everywhere.
Remediation and remedy
Contracts corrected, working practices adjusted, and where needed people moved onto employment.
Hold the position
New engagements screened before they start, declarations filed before day one, and the assessment revisited when the work changes rather than when the contract renews. Status is decided by how someone works, and that drifts.
The general criteria Belgian law applies to a working relationship: intent, freedom over working time, freedom over the work, and whether control can be exercised.
When the European presumption of employment has to be in national law. Most member states are running late.
Fail more than half the sector criteria and self-employment is presumed. Meet more than half and it is not.
Software and application
Long assignments on client premises, in client teams, on client tooling. The classic profile.
Cloud, DevOps and SRE
On-call rotas and incident duty look a lot like a working schedule someone else sets.
IT support and service desk
Fixed hours and a queue, which is hard to reconcile with freedom over working time.
Mechanical and structural
Site rules, site hours and site supervision, with a services contract on top.
Interim management
A mandate with real authority reads differently from a role inside the hierarchy.
Sales and marketing
Targets, territories and reporting lines that sit close to subordination.
Financial services
A supervisor reads the file, and external technology work sits under its own regulatory question.
Energy and utilities
Site-based work with supervision and safety rules, which pulls towards employment on the facts.
Technology and innovation
Heavy use of independents in teams that operate exactly like internal ones.
Send us five contracts and a description of how those five people actually work. You get a written view of where the classification holds, where it does not, and what to do about it.
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