Hiring flexi-jobbers: the complete employer's guide

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.