What local authorities should pay attention to.
An important principle is that a flexi-job always remains a contractual employment.
This means, among other things, that:
- the legal status regulations must be respected;
- existing diploma requirements still apply;
- rules about incompatibilities must be followed;
- positions that can only be held by statutory personnel cannot be filled through a flexi-job.
For local authorities, this means that flexi-jobs mainly offer an opportunity for contractual positions.
New opportunities for care.
Care professions are no longer generally excluded from the flexi-job scheme. However, the flexi-jobber must have the necessary diplomas and qualifications.
To ensure continuity of care, the share of flexi-job labour within certain care sectors can be limited to a proportional part of the total labour volume.
For example, Flemish childcare has applied this principle since 1 July 2024, with a maximum of 20% of the total labour volume allowed for flexi-jobs.
The Royal Decree clarifies how to calculate the total annual labour volume by defining the total annual labour volume as the sum of all employments of all workers employed by the same employer during each quarter, for all quarters of a calendar year, including the employment of flexi-jobbers.
Which positions remain excluded?
The bill keeps the existing exclusion for:
- artistic positions;
- artistic-technical positions;
- artistic-supporting positions.
Flexi-Jobs no longer possible for local officeholders
At the same time as the change regarding flexi-jobs, the RSZ has adjusted administrative rules with immediate effects for local officeholders. Executive officeholders, such as mayors, aldermen and OCMW chairpersons, do not work under the authority of an employer and do not have the status of worker. However, through a specific code, they were counted as workers in the social declaration. The National Social Security Office (RSZ) now recognises that this was never legally correct and will end this practice as of 1 July.
What does Securex do for you?
We offer you support with the following:
- Checking which positions qualify for flexi-job employment within the administration.
- Analysing the impact on the legal status regulations (RPR).
- Supporting the drafting of labour contracts and job descriptions for flexi-job workers.
- Helping to develop an internal flexi-job policy, tailored to the needs of your organisation.
- Ensuring everything is correct regarding Dimona, payroll administration and social documents.
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