Flexi-job and dismissal in 2026: can you keep your flexi-job and how do you end it properly?

If you are dismissed from your main job or you resign, you do not have to stop your flexi-job straight away in 2026. What counts is whether you worked at least 4/5 of a full-time job three quarters earlier, in what is called quarter T-3. As long as that is the case, you can keep doing flexi-jobs, also during your notice period and alongside an unemployment benefit. At the employer who dismisses you, it is not possible while your notice period or severance pay is running. In this guide you will read how long you keep your flexi-job, with an example in logistics, and how to end a flexi-job yourself properly.

Dismissal from your main job: what does it mean for your flexi-job?

You can do a flexi-job if in quarter T-3 you worked at least 4/5 of a full-time job for one or more other employers, or if you are retired. T-3 is the third quarter before the quarter in which you do your flexi-job. If you work in October 2026, the reference is January to March 2026.

So your flexi-job depends on what you did nine months ago, not on your main job today. You do not lose it on the day you are dismissed or leave.

For the 4/5, all periods paid by your employer count, plus a list of absences such as illness and temporary unemployment. A notice period that you work therefore counts. Work as a flexi-jobber or as a student worker does not count.

How long do you keep your flexi-job after a dismissal? An example in logistics

Kevin works full-time as a forklift driver for a transport company in Genk and on Saturdays does flexi shifts as an order picker in a distribution centre. He is dismissed, with 13 November 2026 as his last working day.

• Fourth quarter 2026. T-3 is the first quarter of 2026. Kevin was working full-time then. He can do flexi-jobs.
• First quarter 2027. T-3 is the second quarter of 2026, worked full-time. He can do flexi-jobs.
• Second quarter 2027. T-3 is the third quarter of 2026, worked full-time. He can do flexi-jobs.
• Third quarter 2027. T-3 is the fourth quarter of 2026. Kevin only worked until mid-November then, about half of the quarter. That is less than 4/5. From 1 July 2027 he can no longer do a flexi-job, unless he has found a new job in the meantime.

If Kevin finds a new full-time job in February 2027, he does not reach 4/5 in the first quarter of 2027, but he does in the second. From 1 January 2028 he can do flexi-jobs again. Between July and December 2027 it is not possible.

After a dismissal you therefore usually have two to three quarters left. Work it out with your own dates.

Flexi-jobs during your notice period or with severance pay

During your notice period, a flexi-job with another employer remains possible, if T-3 is in order.

At the employer who dismisses you, it is different. The law excludes a flexi-job during a notice period and during a period covered by severance pay or a dismissal compensation payment at that employer. So you cannot stop your full-time job and continue the next day with the same boss as a flexi-jobber.

Coming back later as a flexi-jobber is also difficult: you cannot have an ordinary contract and a flexi contract with the same employer in the same quarter, and your 4/5 in T-3 must have been with another employer.

With severance pay you can do flexi-jobs with another employer as long as T-3 is in order. Whether the period covered by that payment later counts towards your 4/5 is not clearly settled. Check with your social secretariat or trade union.

Flexi-job and an unemployment benefit

A flexi-job alongside an unemployment benefit is possible, as long as you meet the T-3 condition. For each day you work, you receive no benefit. You declare those days in advance via your electronic control card.

If you resign yourself without a valid reason, the National Employment Office (RVA) can refuse your benefit for a while. Keep that in mind.

Giving up your main job and only doing flexi-jobs?

That works for a few quarters, not permanently. As soon as the quarters without a 4/5 job fall in T-3, your right stops. If you reduce your hours instead of stopping, watch out for the waiting period: anyone who goes from full-time in T-4 to 4/5 in T-3 cannot do a flexi-job in quarters T and T+1. Read more about the hours in anyshift.be

Stopping your flexi-job yourself: framework agreement and flexi contract

A flexi-job is based on two documents.

• The framework agreement. You sign it in writing before your first shift. Among other things it sets out how shifts are offered to you. It is not an employment contract and it does not oblige you to accept shifts.
• The flexi-job employment contract. It is concluded per assignment, for a fixed term or for a clearly defined job, verbally or in writing.

If you work with a contract per shift, it ends after the shift. Stopping then means that you no longer accept new shifts, without a notice period. Do let them know, and check whether your framework agreement contains arrangements about ending it.

If you have a written contract for a longer period, for example a month, the rules for a fixed-term contract apply. You can only terminate it in the first half of the contract, with a maximum of 6 months. You then follow the notice periods of an open-ended contract. For contracts that started on or after 1 August 2026, that is 1 week in the first 6 months, both for you and for your employer. The period starts on the Monday after the week in which you give notice. Outside that first half, you can only stop by mutual agreement.

A shift you have already accepted is not something you simply cancel. If you fall ill, let your employer know before the shift starts and follow the rules in your framework agreement.

When your employer ends your flexi-job

Your employer is not obliged to keep offering shifts either. With contracts per shift, they simply stop scheduling you. With a longer contract, the same rules apply to them: terminating in the first half with a notice period, or paying severance.

With a variable schedule, your employer must give you your schedule in writing at least 7 working days in advance, unless your sector has a shorter period. Your boss in your main job cannot simply ban your flexi-job either: see anyshift.be

Practical: contract, Dimona and your last payslip

Every flexi shift comes with a Dimona FLX: per day for a verbal contract, per period of up to a quarter for a written contract.

When you stop, check your last payslip: your flexi pay and the flexi holiday pay of 7.67% are paid together. Keep your framework agreement and contracts as proof of when you worked and for whom.

A short message is enough to stop. For example:

Hi Sofie, from 1 December 2026 I will no longer accept flexi shifts at the distribution centre. I will still work the shift on Saturday 28 November as planned. Thanks for the cooperation. Kind regards, Kevin.

Five tips if you are dismissed or resign

• Work out your quarters. Write down T-3 for the next four quarters.
• Work your notice period if you can. It counts towards your 4/5.
• No flexi-job with the employer you are leaving. Not during your notice period, not during the period of your severance pay.
• Declare flexi days to the RVA. If you receive a benefit, you declare each working day in advance via your control card.
• Stop in writing. A short message or an email prevents you from still being scheduled. You can look for new shifts by city via anyshift.be

Frequently asked questions about flexi-jobs and dismissal

Can I keep my flexi-job if I am dismissed?

Yes, as long as you worked at least 4/5 for another employer in quarter T-3, usually for another two to three quarters.

Can I do a flexi-job during my notice period?

With another employer, yes. With the employer who dismisses you, no, and not during the period of severance pay either.

Can I combine a flexi-job with an unemployment benefit?

Yes, if you meet the T-3 condition. For each day worked you receive no benefit, and you declare that day in advance on your control card.

How do I end my flexi-job?

With contracts per shift, you stop accepting new shifts and let them know. With a longer contract, the rules for fixed-term contracts apply.

Is there a notice period for a flexi-job?

Not for a contract per shift, which ends by itself. For a longer contract you can only give notice in the first half, with 1 week of notice in the first 6 months for contracts that started on or after 1 August 2026.

In short

After a dismissal from your main job, you can keep doing flexi-jobs in 2026 as long as you worked at least 4/5 in quarter T-3, usually for another two to three quarters. At the employer who dismisses you, it is not possible during your notice period or severance pay. Stopping yourself works with a short message when you have contracts per shift. Read more on anyshift.be and anyshift.be. Employers looking for flexi-jobbers will find guidance on anyshift.be

📲 Looking for new flexi shifts that fit your situation? You will find them in the AnyShift app. Download it on the App Store apps.apple.com or on Google Play play.google.com