What does a flexi-jobber cost the employer?

You pay the gross wage (at least the sectoral scale, in the horeca minimum €12.78 per hour including flexi holiday pay in 2026) plus a special employer contribution of 28% on that wage. There are no extras such as double holiday pay or end-of-year bonus on flexi pay; the total cost is therefore transparent and predictable.

Do I pay holiday pay or an end-of-year bonus to flexi-jobbers?

The flexi holiday pay of 7.67% is compulsorily included in the hourly wage; on top of that, no double holiday pay or end-of-year bonus is due on flexi performances. The 28% special contribution is the only employer social security charge.

Can I give my own part-time employee a flexi-job?

No. Anyone who was under contract with you in the reference quarter cannot do a flexi-job with you. This is how the legislator prevents permanent contracts from being converted into cheaper flexi hours.

What do I risk with an incorrect Dimona declaration?

Without timely declaration, the performance can be reclassified as ordinary employment, with associated contributions and sanctions. A watertight process for your declarations is therefore essential; your social secretariat or partner usually helps with this.

Does this also work for small businesses with an occasional single shift?

It works precisely for them: you only pay the hours worked, with no minimum purchase. Covering one busy Saturday a month with a regular flexi-jobber is a common scenario.

Flexi-job employer | Costs, Dimona and framework agreement 2026

You can hire flexi-jobbers if your business belongs to an authorised sector; since the expansions of 2024 and 2026, this includes hospitality, retail, bakeries, care, childcare, sport, culture, agriculture and horticulture and, from 1 July 2026, all services of local authorities. Four obligations also apply:

Framework agreement: before the first performance, you conclude a written framework agreement with each flexi-jobber covering role, pay and call-up arrangements.
Dimona per shift: you declare each performance in advance (per day or per period). Without timely declaration you risk reclassification and sanctions.
Correct pay: at least the sectoral scale including 7.67% flexi holiday pay, and since 1 July 2026 below the 150% wage ceiling.
No own staff: anyone who already works or worked for you in the reference quarter cannot do a flexi-job with you. So you fish outside your own team.

Why employers win with it

You buy exactly the hours you need, without severance costs or long-term commitments, and your candidates are by definition people with work experience (they have a main job or a career behind them). Administration is limited to the framework agreement and the Dimona declaration.

Getting candidates

You can post vacancies through the usual channels, but the fastest route is a specialised partner. Through Experza and this platform you reach thousands of candidates actively looking for flexi shifts in their own municipality: from horeca and retail to care. Submit your vacancy via the contact form and we'll bring supply and demand together.

Hiring flexi-jobbers: the complete employer's guide

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Hiring flexi-jobbers: the complete employer's guide

What does a flexi-jobber cost the employer?

The rules for employers

Why employers win with it

Getting candidates

Employer questions about flexi-jobs

Need flexi candidates for your business?

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