Finding hospitality staff: flexi-jobbers and students

A full terrace, an unexpected group booking, a colleague calling in sick: in hospitality, your schedule rarely stays still for long. Permanent staff alone are often not enough. Anyone looking for hospitality staff is usually looking for people who can step in at peak moments, are quickly deployable and can get going after a short briefing.

Flexi-jobbers and student workers are the logical candidates. In this article you will read why the search often runs into difficulties, which profiles you can approach, how to write a job posting that gets responses and what you need to arrange administratively. After that come five concrete tips and answers to frequently asked questions.

Why finding hospitality staff is often difficult

Hospitality works in peaks. Weekends, public holidays, holiday periods and events require many hands, while a rainy Tuesday is a lot quieter. A permanent team sized for every peak is too expensive during quiet moments. A team sized for the quiet moments quickly becomes overloaded on a busy evening.

On top of that, many businesses are looking for the same people at the same time. Candidates often choose the employer who communicates clearly, replies quickly and offers a schedule they can work with. That applies to evening and weekend work as well as to the atmosphere in the team. A vague job posting or a late reply can easily cost you a good candidate.

You do not solve this by shouting louder, but by organizing smarter: a permanent core supplemented by a flexible layer of people who know you and whom you know.

Flexi-jobber or student worker: who fits your business?

Both statuses allow you to deploy extra staff at fluctuating moments, but they differ in who you reach and how you deploy them.

Student workers are mainly available on weekends and during school holidays. They are often quick, learn fast and can become a regular part of your summer or year-end team. Do keep exam periods in mind, as well as the limitations that apply to student employment.
Flexi-jobbers are people who do extra work alongside their main occupation, for example someone with another job, or a retiree who likes to work a few more shifts. They often bring experience and are available at times when students are in school.

Many businesses combine both. Students cover weekends and holidays, while flexi-jobbers fill in the weekday evenings and ad hoc moments. You can find more background on the two statuses on our pages about student jobs and flexi-jobs.

Flexi-jobs in hospitality and other sectors

Hospitality has known the flexi-job system for a while, but the rules have been broadened. Flexi-jobs are permitted in all sectors since 1 July 2026, except in the opt-out sectors: domestic work, the funeral sector, agriculture, horticulture and sea fishing.

For you as a hospitality employer, the basics therefore change little, but it does affect the competition for candidates. Flexi-jobbers can now also work in other sectors, which gives a candidate more choice. A well-organized approach, with clear agreements and a schedule that is known in good time, helps you keep your flexi-jobbers.

There is also a tax advantage for the flexi-jobber: flexi income is tax-free up to 18,440 euros per year (income year 2026). This does not apply to retirees. It is an argument you can certainly share with candidates, but always ask them to check their own situation, because you are not their tax advisor.

Where do you find flexi-jobbers and student workers?

There are several channels, and you are best off choosing a combination rather than putting all your eggs in one basket.

Your own network. Ask your current team whether they know someone. People who join through a colleague often fit into the team more quickly.
Your own business. A poster at the entrance, a post on your social media or a mention on your order slips reaches customers who already know and like your business.
Schools and training programs. Hospitality schools and colleges in your area often have students looking for practical experience and extra income.
A platform for flexible shifts. On Anyshift you will find shifters who are ready for extra shifts. You can also search for candidates by region via the location page for flexi-jobs and student jobs.

If you work with a platform, you save yourself from writing and following up on job postings over and over again. Step by step, you build a group of people you can ask back. As a company, you can see how that works on the page for businesses.

A job posting that gets responses

A good hospitality job posting is short, concrete and honest. Candidates mainly want to know where they will end up, when they have to work and what is expected of them. So include the following:

The role: waiting tables, kitchen, dishwashing, bar, runner or reception. Add what the person will concretely do.
The moments: which days and hours, and whether the shifts are fixed or occasional.
The location: where your business is located and how to reach it by public transport or bike.
The prior knowledge: state whether experience is required or whether you provide training. Many businesses scare off candidates with requirements that are not necessary.
The atmosphere: one or two sentences about your team and your business are enough.

Do not be vague about the pay conditions. Candidates drop out faster when they do not know where they stand. Agree on this in a first conversation or message and make sure your answer matches what is later stated in the contract.

Practical matters: contract and Dimona

Before you let a flexi-jobber or student worker start, the administration must be in order. That may seem difficult, but with a fixed routine it is quickly done.

Contract. For a flexi-job, you conclude a framework agreement with the flexi-jobber. It sets out the general arrangements for the collaboration. For student workers, you use a student employment contract. Always put the arrangements in writing before the work begins.
Dimona. You file a Dimona declaration for every work performance before the employee starts. This is the immediate declaration of employment to social security. A flexi-job or student job without a correct declaration will cause you problems during an inspection.
Conditions for the employee. Check whether the candidate is eligible. For a flexi-job, this concerns the person's situation and the sector in which you operate. For a student, it concerns the remaining number of hours that still fall within the permitted framework.
Work accident insurance. Make sure it is in order for all staff, including those who only come in occasionally.
Documentation. Keep framework agreements, declarations and schedules in one place, so you do not have to search when questions arise.

If you are unsure about a specific case, ask your social secretariat for advice. Rules can change, and you are responsible for the accuracy of your declaration.

Five tips to find and keep flexible hospitality staff

Plan early. Give your flexi-jobbers and students visibility on shifts as soon as possible. People who know in time when they have to work say yes more often.
Develop a short onboarding procedure. A simple checklist covering where the equipment is, the cash register, the menu and the hygiene guidelines saves you time every time. New people immediately feel more confident.
Build a regular group. Ask people who work well to come back. A small circle of trusted workers is more valuable than new faces every time.
Respond quickly. A candidate who gets no answer for days will meanwhile apply elsewhere. A short message confirming your interest is already enough.
Give feedback and appreciation. A word of thanks after a busy evening, a meal after the shift or a positive remark about the work makes people happy to come back.

Frequently asked questions about finding hospitality staff

Can I deploy flexi-jobbers in my restaurant, café or hotel?

Yes. Flexi-jobs have been permitted in all sectors since 1 July 2026, with the exception of domestic work, the funeral sector, agriculture, horticulture and sea fishing. Hospitality is not one of them. You are still required to arrange the framework agreement and the Dimona declaration correctly.

What is the difference between a flexi-job and a student job?

A student job is intended for pupils and students who work alongside their studies. A flexi-job is intended for people who already have a main occupation or are retired. Both have their own conditions and their own contract form, so always check which status fits the candidate.

Do I have to file a Dimona declaration for every shift?

You file the declaration before the work begins. How exactly you organize that is best discussed with your social secretariat, especially if you work with many occasional shifts.

Is a flexi-jobber's income tax-free?

Flexi income is tax-free up to 18,440 euros per year (income year 2026). This does not apply to retirees. This concerns the situation of the flexi-jobber personally. As an employer, you do not have to calculate it, but you can mention it if the candidate asks.

How do I make sure my flexi-jobbers come back?

By communicating clearly, planning in good time and paying correctly. People who feel appreciated and know where they stand choose your business again more often.

In summary

Finding hospitality staff works better when you combine a permanent core with a flexible layer of student workers and flexi-jobbers. Write clear job postings, arrange your contract and Dimona in advance and invest in a good welcome and smooth communication. That way you build a group you can count on, even during busy periods.

Want to read more or get started right away? Take a look at our pages about student jobs and flexi-jobs, search for candidates via the locations, discover the shifters or read on the page for businesses how Anyshift helps you. You can find more articles on our blog.