Best HRIS for Belgian SMEs (2026): 12 systems compared by company size

In one sentence: the best HRIS for a Belgian SME is the system that feeds data to the social secretariat that already calculates your payroll, because according to the Union of Recognised Social Secretariats (USS) 202,897 private-sector employers (87%) already work with a recognised social secretariat before they even start thinking about HR software.

Most HRIS comparisons are built around features. Does it have performance reviews? Time tracking? E-signatures? The answer is almost always yes, because the large platforms have converged on the same feature set.

For a Belgian SME, that list rarely decides anything. There's a layer underneath that does, and it appears in virtually no international comparison: the payroll chain.

Why choosing an HRIS in Belgium is a different question

An HRIS in Belgium never stands alone. Under every employee record sits a chain that is legally enforceable and that doesn't depend on your software.

A new hire means a Dimona filing with the NSSO, at the latest by the moment the employee starts working. An employment contract under the right joint committee, with the pay scales and scale increases of that committee. Affiliation with the social secretariat (the Belgian payroll provider) that runs the payroll engine. The right fringe benefits: meal vouchers, eco vouchers, bike allowance. After that, monthly hours, absences and changes that have to reach that provider on time and without errors.

The penalty on the first step is concrete. For a missing Dimona, the NSSO charges a solidarity contribution of €3,674.09 per employee in 2026: three times the basic contributions on the guaranteed average minimum monthly income, with an indexed floor that lands on that amount for 2026. That contribution is reduced by the contributions you already paid for that employee's declared work, so in practice it is a ceiling (NSSO, administrative instructions 2026/2).

On top of that comes a level 4 sanction. Fines in the Social Criminal Code rose by roughly 25% from 1 February 2026 (surcharges from 70 to 90); since 1 September 2026 the same amounts sit in a recalculated base with a different factor. Level 4 comes out at €3,000 to €35,000 administratively and €6,000 to €70,000 criminally (FPS Employment). For the offences where the Social Criminal Code says so explicitly, including a missing Dimona, that fine is multiplied by the number of employees involved, capped at a hundred times the maximum (art. 103 Social Criminal Code).

An HRIS that centralises employee data perfectly but never touches that chain leaves the work exactly where it hurts: with the person who types everything a second time into the social secretariat's system.

Key takeaway: the deciding question for an HRIS in Belgium is about the connection to the social secretariat that already calculates your payroll, and about who files the Dimona. Features come after that.

The number that decides your choice

According to the USS, 202,897 private-sector employers, 87%, work with a recognised social secretariat, and 2,890,054 employees (74%) have their pay calculated that way. The USS counts 25 members out of the 26 recognised secretariats. The Federation of Enterprises in Belgium cites 90% on its sector federation page; both figures are undated, so we use the one the sector itself publishes.

There's a second number that describes the market more sharply. The Acerta SME work barometer of 23 January 2024 (fourth edition, n=488 employers with 5 to 100 staff) shows that 80% of SMEs use the payroll tool their own social secretariat provides, and that 16% still process payroll admin by email or on paper. The softer HR processes (feedback, training, appraisal, wellbeing) score 20 to 25% on digitalisation.

Practical consequence: your competitor when buying an HRIS is usually not another HR platform. It's the portal you already get with your payroll service. That portal is strong on everything that touches the NSSO and weak on everything beyond it.

So the question "which HRIS is best" has three parts in this market: which company size, which social secretariat, and how much work is left over.

Key takeaway: 87% of Belgian private-sector employers have a recognised social secretariat and 80% of SMEs use that provider's payroll tool. Your HRIS choice is a choice about what you put on top of that payroll engine.

How we compared

What we checked per system: headquarters, target size in FTE as the vendor describes it, publicly published price, connection to Belgian social secretariats and whether the vendor built it, Dimona functionality, what the AI concretely does, and the published status of ISO 27001 and data hosting.

The criterion most comparisons skip: how much work is left over. Two systems with the same feature list can leave a completely different amount of manual work. That's why the table shows an execution level per system: does the software organise the work (level 2 or 3) or carry it out (level 4)?

Prices. We only include amounts the vendor publishes publicly, with the source. No price on the site means "not public" here. That says something about the sales model. Amounts in USD stay in USD, because none of those vendors publishes a euro list price for Belgium.

Ordering. Within each segment the systems are alphabetical. A ranking from 1 to 12 suggests a precision nobody can back up, because the answer differs per payroll provider and per company size. Each segment does state explicitly who is the strongest choice for what.

What we did not rank. The social secretariats themselves (SD Worx, Acerta, Liantis, Securex, Partena, Group S, Attentia) offer their own HR platforms. Those belong in a different category, because you buy them together with your payroll processing. They appear further down in their own section, as do the scheduling and time-tracking tools.

Full disclosure: Peepel makes HR software and is in this comparison. That's why every price and source is included, why you can verify every claim, and why we also say per segment where Peepel is the weaker choice.

The comparison table

Prices as the vendors published them publicly, last checked on 9 September 2026. All amounts come from the vendor itself; where it says "not public", the vendor publishes no rate. Amounts in dollars stay in dollars, because those vendors publish no euro price for Belgium.

The column that says the most

Line the twelve systems up against one question, and the market splits neatly in two.

Not a single international HRIS in this comparison has a native, vendor-built connection to a Belgian social secretariat. Personio, Factorial, HiBob and Shapes run via middleware, or via a connector the provider built itself. No Belgian social secretariat appears on Personio's marketplace or on the integration pages of Factorial, HiBob and Shapes. Personio's own support wrote in April 2023 that an integration with SD Worx payroll is "not yet possible"; at the same time Personio publishes a customer story about a client who connected Personio to SD Worx eBlox. The defensible wording is therefore that the connection exists and that somebody else builds and maintains it.

The systems that do name their Belgian connections are without exception built here or grown here: AFAS Belgium, Exact Officient, Protime, Strobbo, Shyfter and Peepel. Shiftbase is the odd one out: it names SD Worx and no other Belgian provider.

The second distinction is Dimona. In this overview, Dimona only appears in Belgian systems, and mostly in the scheduling-first tools (Strobbo, Shyfter) and in Peepel. Exact Officient documents no Dimona functionality; its own FAQ explains Dimona as an employer obligation. Personio, Factorial, HiBob, Shapes and Deel don't document it.

The third distinction is the sectoral CLA. No vendor examined documents joint-committee logic as a product feature. Pay scales and scale increases stay with the social secretariat. Any vendor suggesting otherwise should be able to demonstrate it on your own committee number.

Key takeaway: in the first call, ask every vendor for the name of your social secretariat, the name of the system it connects to (eBlox, ExpertSalary, Hora, Dots, Acerta Connect), and whether the vendor built that connection itself or a third party did. "We connect with most providers" is not an answer you can verify.

10-50 employees: price decides and there is no HR manager

In this segment the owner, the office manager or the bookkeeper does HR on the side. There's no budget for an implementation project and no time for a system that needs configuring first. The social secretariat is already there, and its portal works.

What you actually need here: one place for employee records and documents, leave that keeps itself up to date, contracts signed digitally, and entering a new hire's details once instead of twice.

Alphabetically:

Exact Officient — €7.90 per employee per month excl. VAT, with a minimum of 5 employees, as published on Exact's Dutch pricing page. The Belgian page doesn't publish that rate and shows a calculator that gives €237 per month for 30 employees, alongside the note that a licence starts at €208.50 per month. Those two amounts don't line up and Exact doesn't explain the difference, so have your own headcount confirmed. Officient was built in Belgium and its marketplace names the payroll providers, which is unusually transparent in this segment. Two things to budget for: digital signing runs on itsme credit bundles from 30 credits (€180) to 500 credits (€2,200), where one credit equals one signature, and Officient isn't inside the ISO 27001 scope Exact publishes. Also read our comparison of Peepel and Officient.

Peepel — €9.50 per employee per month excl. VAT, all modules included, no setup fees (pricing). Slightly more expensive per employee than Exact Officient, and the difference is what happens after data entry: the Dimona filing, the payroll line preparation and the documents run as execution instead of as a to-do list. What's left is approving.

That's the point that matters most in this segment. A 30-person SME rarely has anyone with "payroll administration" in their job title. Peepel is designed so you don't have to create that role when you grow from 20 to 50 people. The other systems in this segment show you neatly which work is still to be done.

Shiftbase — Free up to 15 users. Above that Shiftbase works with a base amount plus a rate per extra employee: Basic €30 with 6 employees included and €4 per extra, Premium €50 with 12 included and €5 per extra, Enterprise €100 with 48 included and €6 per extra. So count the base amount in: a team of 30 on Premium comes to €50 plus 18 times €5, so €140 per month. Fully transparent pricing and the cheapest package in this overview. For a Belgian SME it falls away: SD Worx is the only Belgian provider in the connection list, there's no Dimona, and the CLA content on the site is Dutch labour law.

Shyfter — Four tiers: €39, €59, €89 and €129 per month, with 15% off when paid annually. Shyfter publishes no pricing unit and no user limit, so ask explicitly whether that amount covers your whole team. There are two optional Dimona boosters (price not public) and 26 named payroll partners. It's a scheduling tool with HR features attached, so for a desk-based organisation it's the wrong starting point.

Best choice in this segment: Peepel when you want to avoid having to put someone on payroll administration as you grow, because of these four it's the only one that carries out the chain. Exact Officient when you mainly want to centralise Belgian document administration, transparently priced, and keep the work yourself. Shyfter when you're in hospitality or retail and scheduling is the actual problem.

50-200 employees: this is where the real work starts

This is the segment where HR shifts from a task to a function. There's an HR lead, sometimes a team of two. There are multiple joint committees, maybe an office across the border, and enough hiring and change that every manual step multiplies.

What you actually need here: one source of truth for employee data, leave and hours that flow straight into the payroll chain, contracts from a template with the right committee parameters, and a monthly close that's an approval instead of an evening in Excel.

Alphabetically:

Exact Officient — Strong on document management, workflows, reminders and digital signing. Exact acquired Officient on 24 September 2020; Officient then had more than 4,000 customers serving over 35,000 employees. Limitation for this segment: the system organises the process well and the execution stays with you. Dimona remains manual; Officient defines the term in its FAQ and claims no functionality for it.

Factorial — Broad HR suite. Starting price $8 per user per month in dollars; Factorial publishes no euro price for Belgium. Most modules (leave, time tracking, performance, recruitment) are bought separately, without public module prices. Factorial raised $150M in June 2026 at a $2.5 billion valuation and claims 16,000+ companies in 90+ countries. The AI agent "One" goes further than answering questions: Factorial describes it as "executing tasks on their behalf". There's no Belgian payroll connection; that runs via middleware. Relevant when you also operate in Spain or Portugal. See Peepel vs Factorial.

Peepel — Leave, contracts, documents, performance and payroll preparation as one orchestration, with an approval step where policy requires it. Peepel connects with social secretariats on Sodeco, such as Attentia and Besox; ask whether your own provider is among them during the call. A migration to Peepel takes roughly one to two weeks and goes live on the first of a payroll month.

Personio — Broad, mature suite with 16,000 customers and more than 1.5 million employees in Europe (Personio, April 2026), a real ATS, workflows and e-signing. Personio publishes no rates on its own site and works with a minimum 12-month term plus a one-off setup fee depending on company size. The Personio Assistant answers questions about your HR data and builds visualisations; it doesn't execute transactions. That's the state of play in September 2026, and it can shift: Personio acquired aurio in April 2026 for AI recruiting. For a Belgian SME the limitation is that the Belgian payroll layer isn't part of the product. See Peepel vs Personio.

Shapes — Architecturally the most comparable to Peepel: AI-native from the start, modular, and with a public price ($8 or $12 per seat per month, billed annually) that's rare in this market. Surveys, performance and compensation are add-ons per seat, so $8 isn't the all-in amount. The distinction is the market: no Belgian payroll connection, no Dimona, and the ISO 27001 and SOC 2 status sits as a badge in the footer without a certificate number, scope or trust page. Strong outside Belgium. See Peepel vs Shapes.

Best choice in this segment: Peepel when the administrative chain is your bottleneck and you're in Belgium. Personio when you want a broad suite with a large installed base and arrange the payroll connection separately. Factorial when you have offices in Southern Europe and want one system across those countries.

200-500 employees: suite logic and implementation projects

Above 200 employees the purchase changes. There's an IT department with an opinion, a security review, an existing ERP, and the question shifts from which HRIS you choose to which architecture HR is a layer in.

What you actually need here: multiple joint committees handled correctly in one system, SSO and solid permission management, an audit trail, and an answer to who handles the hundreds of HR questions per month.

Alphabetically:

AFAS Belgium — Targets organisations from around a hundred employees up to corporates with thousands. The strongest case on Belgian payroll connections of all systems here, with six standard interfaces and the system names public: Acerta, Group S, eBlox (SD Worx), ExpertSalary (Partena), Hora (Liantis) and Dots (Attentia), plus the note that AFAS also connects with other providers. Two things to weigh: AFAS describes the mechanism as periodic electronic file exchange and mentions no APIs or real-time exchange anywhere, and the price isn't public and runs via certified implementation partners with a project of months.

Deel — HR Core from $5 per employee per month, the sharpest entry price in the table; the Advanced and Elite rates aren't public. Deel solves a specific and genuinely hard problem: hiring and paying people in countries where you have no entity (EOR $599 per employee per month). Deel also has the most explicit agent roadmap of this set and sells AI agents as a paid add-on based on usage and scope. For a predominantly Belgian workforce it's the wrong instrument, because the Belgian payroll chain runs past Deel. See Peepel vs Deel.

HiBob — One of the most polished HRIS experiences on the market, strong on engagement and culture, with 5,000+ companies, ISO 27001:2022 and ISO 27018:2019, and EU hosting on AWS Ireland with Frankfurt as backup. HiBob publishes no price and has no Belgian payroll connection. The most interesting part for this segment: HiBob has an MCP server in beta that lets external AI clients not only query data but also perform actions, such as managing leave. On that single point it makes HiBob the most agentic of the international suites. See Peepel vs HiBob.

Peepel — At 200 to 500 employees HR questions multiply, and every question lands with the same two people. Peepel is built to handle those questions and the administration behind them itself, with an approval step where policy requires it. The honest flip side: an organisation of 400 people with five joint committees, an existing ERP and a six-week security review rarely buys from a recently founded platform. Ask for references at your scale and for what is concretely connected to your ERP.

Personio — In this segment often the safe choice on procurement criteria: large installed base, ISO 27001:2022, a mature partner network. Count on a setup fee and an annual contract, and on a separate solution for the Belgian payroll chain.

Best choice in this segment: AFAS when Belgian payroll connections and CLA complexity are decisive and you want one ERP. Peepel when you want HR work carried out instead of organised, with a connection to social secretariats on Sodeco (such as Attentia and Besox) and without your HR team growing with headcount. Personio stays stronger when a large installed base and a mature partner network weigh more than execution.

You already have a social secretariat: what can you do with it?

This is the section that appears in no international comparison, and for almost 9 in 10 Belgian employers it's the starting point.

The large Belgian social secretariats all offer their own digital platform alongside payroll processing: Acerta Connect, My Liantis, Partena ProSalary and ExpertSalary, SD Worx eBlox and Alicia, Group S, Attentia Dots. Securex sells Exact Officient as its SME HR platform. Those tools aren't in the ranking here, for a fair reason: you don't buy them as a standalone HRIS, you get them with your payroll service.

What they do well. They sit at the source of the payroll engine. Dimona, DmfA, withholding tax and the committee parameters are correct, because that's their trade. For the purely administrative side that's an advantage no software vendor can imitate.

Where they usually stop. The broad HR process around that administration: task lists across departments, IT accounts and equipment, buddy assignment, follow-up after 30 and 90 days, performance reviews, surveys, and employee questions. Exactly the soft processes that according to Acerta are only 20 to 25% digitalised. And the feature details are barely verifiable publicly; you only find out in a demo.

The system names you need. When you put an HRIS next to your provider, this is the vocabulary the connection is built with: eBlox (SD Worx), ExpertSalary (Partena Professional), Hora (Liantis), Dots (Attentia), Acerta Connect, Group S. Name those in your conversation with a vendor. It separates who is genuinely connected from who intends to be.

Key takeaway: in Belgium an HRIS does not replace the social secretariat. The provider runs the payroll engine; your HRIS supplies the hours and the employee data. A connector feeds that input, it doesn't take over the calculation.

Shift work and frontline: a different buyer

If you work with shifts, flexi-jobs, students and high turnover, your HR question coincides with workforce scheduling and time tracking. That's a different purchase with different systems, and strikingly these are the tools that do have Dimona in the product.

Protime — Belgian, Mechelen, founded in 1995 and part of the SD Worx group since 2011. 6,000 customers and 700,000+ employees under management by its own account (the "about us" page still says 5,600, the homepage is the more recent source). Strongest point: seven payroll partners are named, and for SD Worx, the preferred partner, the "input and output" connection is included. No public price, no documented AI functionality, and it's time tracking rather than an HRIS.

Shyfter — Belgian scale-up with four public tiers (€39, €59, €89 and €129 per month, 15% off when paid annually), 26 named payroll partners and two optional Dimona boosters. Shyfter publishes no pricing unit, so check whether that amount is per team or per user. Strong in hospitality and retail.

Strobbo — Belgian, Lommel, acquired by Protime on 6 August 2018 and therefore also part of the SD Worx group. Automatic Dimona filings and digital contracts from the Flexi plan. The payroll page names eight providers, the integrations page more than thirty. Pricing runs through a calculator with no public amounts, with one exception: SMS integration at €0.10 per message.

These three don't belong in the same ranking as an HRIS. They solve a different problem for a different buyer. For two of the three, do note the ownership structure: Protime and Strobbo are in the SD Worx group, which matters if provider neutrality is important to you.

Why two HRIS systems with the same features work differently

Systems with a comparable feature list can feel completely different in use. The difference is what the software does with a task.

The 4 levels of HR software:

The through line runs from organising work (levels 1 to 3) to removing work (level 4).

The distinction that counts is augmentation versus execution. With augmentation, AI helps you with a task you keep doing yourself: a chatbot, a copilot, a text generator. You are the executor. With execution, the software does the task and you approve where it matters. The software is the executor, you are the supervisor.

Applied to a Belgian payroll month. A System of Record shows that there are three days of leave and one salary change. A System of Workflow routes the approval to the right manager and sends a reminder. A System of Execution processes the approved days, puts the change into the payroll line, files the Dimona for the new hire, drafts the addendum with the right committee parameters and puts only the exceptions in front of you for approval.

Most systems in this comparison sit at level 2 or 3. That's a position on the same ladder with a different promise to the buyer. More on this in What is agentic HR? and Agentic HR vs. traditional HRIS.

How Peepel approaches it

Peepel is built as a system of execution (level 4). You give an instruction in natural language and the platform runs the workflow end to end, with an approval step where policy requires it.

Concretely for a Belgian SME: employee directory, leave, contracts with e-signing, documents, performance reviews and surveys in one platform, with payroll preparation as execution instead of as a to-do list. The price is €9.50 per employee per month excl. VAT, all modules included, no setup fees. ISO 27001 certified, GDPR compliant, data in the EU. A migration takes roughly one to two weeks and goes live on the first of a payroll month. See what a week with Peepel looks like.

Where Peepel is the weaker choice is stated per segment above. Above 200 employees with an existing ERP and a long security review, AFAS is the safer case. On a tight budget under 15 employees, Shiftbase is cheaper. Outside Belgium and the Netherlands, Shapes or Personio is the more logical starting point.

The four questions to ask before you sign

1. Is this system designed to do the work, or to help me do the work? Ask for a demo of one specific workflow: a new hire, a salary change, a contract amendment. Count how many human steps remain. The answer tells you which model you're buying.

2. How does this connect to my social secretariat? Name your own provider and ask for the name of the system it connects to. Ask whether the vendor built that connection itself, whether a third party sits in between, and who carries the cost of that middleware.

3. Who files the Dimona? If the answer is "your provider does" or "you do it in the portal", that's a correct answer, and then you know that step stays manual. Factor it into the business case.

4. What is the total cost at our actual headcount? Price per employee per month including every module you plan to use, plus the one-off implementation cost, plus what an extra module costs later, plus credit bundles for e-signing. Of the twelve systems here, seven publish a concrete amount and the rest calibrate on your company size.

What changes in 2026

Price transparency remains the exception. Of the twelve systems here, Deel, Exact Officient, Factorial, Peepel, Shapes, Shiftbase and Shyfter publish a concrete amount; AFAS, HiBob, Personio, Protime and Strobbo calibrate on your company size. And a public amount isn't the same as a complete amount: Shapes charges for surveys and performance separately, Factorial for most modules, Exact Officient for the itsme credits, Shiftbase a base amount on top of the per-employee rate.

The consolidation is happening on the Belgian side. Officient has been part of Exact since 24 September 2020, Protime part of SD Worx since 2011, Strobbo part of Protime since August 2018. Three of the four Belgian players in this overview are therefore part of a larger group, and for two that group is a social secretariat. Lists that still describe these systems as independent vendors are out of date.

The agentic layer is the real dividing line. Feature lists have converged; every system has records, leave, e-signing and workflows. The distinction shifts to whether the software carries out the task or merely organises it. Deel now sells its agents as a usage-based paid add-on, Factorial describes One as an agent that executes tasks, HiBob lets external clients perform actions via MCP, and Personio brings agentic recruiting in-house with aurio. The movement is general; the question per vendor is how much of the work actually disappears.

SME demand is rising slightly. The Acerta SME work barometer of May 2026 (n=308 SMEs of 5 to 100 employees, with ETION and VKW Limburg) shows that just under 23% plan to invest in digitalising or automating HR processes, and that 55.6% expect AI mainly to make operations more efficient. In the same edition 52.5% want to hire, the highest figure since the barometer started in 2021.

What level is your HR at?

Four questions. The first one you answer "yes" to is your level.

1. Are employee records and leave balances spread across Excel, email and folders? Then you're at level 1.
2. Do you have one system with all the data, but still carry out every task yourself? Then you're at level 2.
3. Do approvals and reminders run automatically, but you still click through every step? Then you're at level 3.
4. Do you give an instruction and the work is done, with only the exceptions for approval? Then you're at level 4.

Next step

Want to see how this would run at your company: take one payroll month and one new hire, and we'll walk through them end to end on your own situation, including your social secretariat.

Further reading: Best onboarding software for Belgian and Dutch SMEs · AI HR software for European SMEs · Peepel vs Officient · Peepel vs Personio · Automating payroll processing · HR system migration · The evolution of HR software

Sources

• Union of Recognised Social Secretariats (USS): 202,897 employers (87%) in the private sector work with a recognised social secretariat; 2,890,054 employees (74%) have their pay calculated that way (figures undated). uss.be
• FEB-VBO, USS sector federation page: "For years, 90% of private-sector employers have relied on a social secretariat"; the USS counts 25 of the 26 recognised providers (undated). vbo-feb.be
• Acerta, SME work barometer 4th edition, 23 January 2024 (n=488 SMEs of 5 to 100 employees, with Etion and VKW Limburg): 80% use their own social secretariat's payroll tool, 16% process payroll by email or on paper, softer HR processes reach 20 to 25%. kmoinsider.be
• Acerta, SME work barometer May 2026 (n=308 SMEs, 5 to 100 employees): just under 23% plan to invest in digitalising or automating HR processes, 55.6% expect efficiency gains from AI, 52.5% want to hire. zigzaghr.be
• NSSO, administrative instructions 2026/2: solidarity contribution for a missing Dimona of €3,674.09 per employee in 2026, reduced by the contributions already due. socialsecurity.be
• FPS Employment, sanction levels and surcharges: level 4 is €3,000 to €35,000 administratively and €6,000 to €70,000 criminally. werk.belgie.be
• Exact, features and pricing: €7.90 per employee per month excl. VAT with a minimum of 5 employees (NL pricing page). exact.com
• Exact Officient, Belgian pricing page: calculator gives 30 employees = €237 per month; licence starts at €208.50 per month; itsme credit bundles from 30 credits (€180) to 500 credits (€2,200). exact.com
• Exact, trust and certifications: the ISO 27001 scope covers "Exact Group shared services and the product weclapp"; Officient is not in the published scope. exact.com
• Officient marketplace: named connectors with Acerta Connect, My Liantis, Partena, Securex, SD Worx, Group S and smaller providers. marketplace.officient.io
• Personio Community, April 2023: "it is not yet possible to create an integration between Personio and SD Worx". community.personio.com
• Personio, pricing and press release 22 April 2026: no public rates, minimum 12-month term, one-off setup fee; 16,000 customers and more than 1.5 million employees in Europe; acquisition of aurio. personio.com
• Factorial, pricing and trust center: from $8 per user per month (USD), modules separate without public pricing; ISO/IEC 27001:2022, SOC 2 Type 2. factorialhr.com
• tech.eu, 3 June 2026: Factorial raises $150M Series D at a $2.5 billion valuation; 16,000+ companies in 90+ countries. tech.eu
• HiBob, homepage, security and MCP beta: 5,000+ companies, ISO 27001:2022 and ISO 27018:2019, AWS Ireland with Frankfurt as backup; MCP server letting clients query data and perform actions. hibob.com
• Shapes, pricing: Core $8 and Plus $12 per seat per month, billed annually; surveys, performance, compensation and goals as separate add-ons. shapes.co
• Deel, HR product page and pricing: HR Core from $5 per employee per month, EOR $599 per employee per month; AI agents as a paid add-on. deel.com
• AFAS Belgium: six standard interfaces with Acerta, Group S, SD Worx (eBlox), Partena (ExpertSalary), Liantis (Hora) and Attentia (Dots); mechanism is periodic electronic file exchange; prices not public. afas.be
• Protime: founded 1995, part of the SD Worx group since 2011; 6,000 customers and 700,000+ employees according to the homepage; seven named payroll partners. protime.eu
• Strobbo: acquired by Protime on 6 August 2018; automatic Dimona filings and digital contracts from the Flexi plan; no public subscription prices. strobbo.com
• Shyfter, pricing and payroll partners: four tiers of €39, €59, €89 and €129 per month with 15% off when paid annually; 26 recognised payroll partners; two optional Dimona boosters. shyfter.com
• Shiftbase, rates and connections: Free up to 15 users, Basic €30 + €4 per extra, Premium €50 + €5, Enterprise €100 + €6; SD Worx is the only Belgian provider in the payroll list. shiftbase.com