Flexi-Jobber vs Temp Worker: Which Costs Your Business Less in 2026?

The staff shortage in Flanders is not a temporary phenomenon. Employers in hospitality, retail, logistics and many other sectors have been looking for years for ways to fill flexible staffing needs quickly and affordably. Two options keep coming up: hiring a flexi-jobber or working with a temp worker. But what costs what, and which choice is the smart one for your business?

How exactly does a flexi-jobber work (for employers)?

A flexi-jobber is an employee who comes to work for you alongside their main job. The system was created to help employers in sectors with peak workloads with flexible staff that is fiscally attractive for both parties.

As an employer, you pay a 28% employer contribution on the flexi-jobber's gross wage. That is all. No regular ONSS contributions, no payroll withholding tax, no holiday pay on top of the normal calculation. The flexi-jobber also pays no taxes on that income, which makes the system attractive on both sides of the counter.

What do you need to arrange as an employer?

• Framework agreement: you conclude a one-off framework agreement with the flexi-jobber. It sets out the general terms of the collaboration.
• Dimona declaration: for each shift you submit a separate Dimona declaration of the type "FLX". You do this before the shift starts, or at the latest at the moment the employee begins.
• Wage: the flexi-jobber earns at least the sectoral minimum wage. There is no obligation to pay a year-end bonus or extra holiday pay on top of the normal scheme.
• Time registration: you record the hours worked through your normal time-tracking system.

The administration is therefore limited. A framework agreement, a Dimona per shift, and a correct hourly wage. That is it. Compare that with the paper trail a temp agency brings with it, and the difference is significant.

Want to know how your company can quickly find flexi-jobbers? Then take a look at the solution for businesses on AnyShift. The platform connects employers directly with available shifters in their region.

How does a temp worker work?

With a temp worker, you bring in a third party: the temp agency. That agency is the legal employer of the temp worker and handles all the administration. You as a business receive an invoice based on a coefficient on top of the employee's gross wage.

How is that coefficient made up?

The coefficient a temp agency charges covers everything the employer would normally pay themselves: ONSS contributions (around 27-30%), holiday pay, year-end bonus, wage indexations, administration costs and the agency's own profit margin.

In practice, that coefficient is usually between 1.5 and 2.5, depending on:

• The employee's profile (blue-collar or white-collar, qualification level)
• The sector and the applicable joint committee
• The duration of the assignment (short assignments are more expensive per hour)
• The temp agency itself and any negotiated rates on volume contracts

For simple jobs in hospitality or retail, you typically work with a coefficient of 1.7 to 2.0. For more qualified profiles or short assignments, it can rise to 2.3 or higher.

On top of that, there is often more administration: agreements per assignment, timesheet approvals, invoice processing, and possibly a selection procedure through the agency. Want to learn more about how flexible staffing works at AnyShift? Read the frequently asked questions for employers.

The cost comparison: concrete figures

Enough theory. Let's look at what both options actually cost. As an example, we'll take an employee who earns €14 gross per hour, a realistic hourly wage for a worker in hospitality, retail or logistics in Flanders.

Cost item	Flexi-jobber	Temp worker (coeff. 1.8)
Employee gross wage	€14.00/hour	€14.00/hour
Contributions / margin	28% = €3.92	coeff. 1.8 = €11.20
Total cost per hour (employer)	€17.92	€25.20
Difference per hour	Flexi-job is €7.28 cheaper per hour
Cost per 8-hour shift	€143.36	€201.60
Cost per month (20 shifts of 8 hours)	€2,867.20	€4,032.00
Annual saving (20 shifts/month)	approx. €14,000 per employee

The difference is considerable. On an annual basis, for each flexi-jobber who works regularly you can save up to €14,000 compared to a temp worker at a coefficient of 1.8. At a coefficient of 2.0 or higher, that difference grows even larger.

Suppose you need 5 regular flexible workers during busy periods. With flexi-jobs, you save up to €70,000 per year compared to working through a temp agency. That is no small amount.

Want to calculate the temp worker cost for your specific situation yourself? Ask your temp agency for the gross wage and multiply it by the coefficient they offer. Then compare that with gross wage + 28% for a flexi-jobber. The maths does the rest.

When should you choose a flexi-jobber?

A flexi-jobber is the most cost-effective choice for an employer when the circumstances are right for it. The system works best for:

Peak periods and regular busy moments

Think of weekends in hospitality, public holidays in retail, or seasonal rushes in a department store. If you can predict the busy moments reasonably well, you can schedule flexi-jobbers via a platform like AnyShift for businesses. You post the shift, and available workers respond.

Weekends and evening shifts

Many flexi-jobbers are people with a steady day job who want to earn extra in the evenings or at the weekend. That makes them ideal for shifts your regular employees would rather not take. A win-win for both parties.

Events and one-off assignments

A festival, a corporate event, a pop-up store, a trade fair: for assignments like these, flexi-jobbers are an excellent fit. You conclude the framework agreement, do the Dimona for the event, and pay the wage + 28%. No agency fees, no long-term commitments.

Predictable, repeatable tasks

Flexi-jobs work best when the tasks are clear and require little onboarding time. Serving, cashier, stocking team, kitchen assistant, logistics handling: these are profiles that flexi-jobbers can take on without extensive training.

For companies looking for staff in Flanders who work regularly with flexi-jobbers, it pays off to build a steady pool via a platform. Also take a look at the available flexi-job and student job locations to see whether your region is well covered.

When should you choose a temp worker?

Temp work has its own field of application. There are situations in which the higher cost is justified by what you get in return.

Longer periods and more complex assignments

When you are looking for someone for several months, or for a specific role that requires knowledge and experience, a temp agency is better placed to select candidates. They have candidate databases, conduct intakes and screen profiles. Part of the higher cost lies in that service.

Cover for sickness or unexpected absence

When an employee calls in sick in the morning and you need someone with a particular profile that same day, a temp agency can move quickly. They have people in reserve who they can deploy at short notice. This is a service you pay for, but one that can prove its worth in unforeseen situations.

Specific profiles or qualifications

Are you looking for a qualified welder, a driver with a specific licence, or a technician with certain certificates? Then a temp agency specialised in that field is the right route. Flexi-jobs are less suited to highly specialised roles that require a long onboarding period.

Trial period for permanent recruitment

Some employers use temp work as an extended trial period. You get to know the employee, they get to know the company, and if it clicks, a permanent hire follows. This is a common use of temp workers that has its own logic.

From April 2026: flexi-jobs in almost every sector

Anyone who until recently thought flexi-jobs were only for hospitality and retail has good news to hear. From 1 April 2026, flexi-jobs are being extended to almost every sector in Belgium via a new opt-out mechanism.

In concrete terms, this means: sectors that do not want to allow flexi-jobs must actively opt out. Anyone who does nothing automatically falls under the system. In practice, this opens the door for employers in:

• Production and assembly
• Logistics and warehousing
• Sport, culture and events
• Horticulture and green space maintenance
• Cleaning and facility services
• Administration and customer service (subject to a sectoral agreement)

This is a significant expansion of the system and an opportunity for employers in Flanders who until now could not call on flexi-jobbers. Anyone looking for staff for their business in Flanders who has not yet worked with flexi-jobs would do well to find out whether their sector falls under the new regime.

The April 2026 expansion of flexi-jobs into new sectors also makes saving on staff costs possible outside the classic sectors. The 28% employer contribution continues to apply, regardless of the sector.

Curious which shifters are available in your sector? Check out the offering on the AnyShift shifters page for a picture of who is active on the platform.

Frequently asked questions

How much employer contribution do I pay on a flexi-jobber?
As an employer, you pay a 28% employer contribution on the gross wage of your flexi-jobber. No other social contributions or taxes are due. On a gross wage of €14/hour, the flexi-jobber therefore costs you €17.92/hour.

What does a temp worker cost per hour for an employer?
A temp agency charges a coefficient on top of the employee's gross wage. That coefficient is usually between 1.5 and 2.5, depending on the profile, the sector and the temp agency. On a gross wage of €14/hour with a coefficient of 1.8, you as an employer pay €25.20/hour.

Which sectors will be able to use flexi-jobbers from April 2026?
From 1 April 2026, employers in almost every sector will be able to use flexi-jobbers via the new opt-out mechanism. Sectors that do not want to allow flexi-jobs must actively opt out. This opens the door for employers in production, logistics, events, culture, sport and many other sectors.

When is a temp worker cheaper than a flexi-jobber?
A temp worker is rarely cheaper on an hourly basis. The advantage of temp workers lies in other factors: you can request specific profiles, the selection and HR management rest with the temp agency, and for longer periods or more complex roles, temp work is better suited.

How do I quickly find flexi-jobbers for my business in Flanders?
Through AnyShift for businesses you can quickly find flexi-jobbers and student jobs for your open shifts. You post your vacancy on the platform, and available shifters respond. This is how you smoothly find staff for peak periods, weekends or events without the high cost of a temp agency.

You'll find more answers in the frequently asked questions on AnyShift. Or check out our other blogs on staff management and flexible working in Flanders.

Conclusion: what does a smart employer choose?

The figures speak for themselves. A flexi-jobber costs you as an employer 28% on top of the gross wage. A temp worker costs you 50 to 100% on top of the gross wage, depending on the coefficient. With regular use, that difference quickly adds up to tens of thousands of euros per year.

The choice between flexi-jobbers and temp workers is not a black-and-white story. For peak periods, weekend work, events and predictable tasks, a flexi-jobber is clearly the cheaper and administratively simpler choice. For longer assignments, specific profiles or unexpected absence, temp work has its added value.

With the expansion of flexi-jobs into almost every sector from April 2026, Flemish employers now have more room than ever to save on their staff costs via the flexi-job system. Anyone who has not yet worked with flexi-jobbers is missing a real opportunity for significant cost savings.