Flexi-jobs in every sector from September 2026: here's what changes for you and your business

The Council of Ministers officially approved it this week: from September 2026, flexi-jobs will be rolled out to all private and public sectors. For the first time, full-time employees will also be allowed to take on a flexi-job with their own employer. Anyone looking to earn extra income will have far more choice, and businesses craving extra hands will see a whole range of new opportunities open up.

In short, it comes down to this: flexi-jobs will soon be the rule, not the exception. Sectors that do not want the system will have to actively agree on that through a reversed opt-out system. That is a fundamentally different logic from today, and it will thoroughly shake up the Flemish labour market.

In this blog, we list all the new rules, explain what this means for flexi-jobbers and for employers, and look at the timeline towards implementation.

What exactly has the government decided?

Minister of Employment David Clarinval announced that the flexi-job system is being opened up in its broadest form since 2015. According to the minister, the expansion should "strengthen the competitiveness of our businesses". Employers' organisation Unizo responded positively right away, calling flexi-jobs "truly immensely important for many businesses".

The Council of Ministers' decision contains three measures that together reverse the entire logic of the system. Anyone who until now could only take on a flexi-job in hospitality, retail or healthcare will soon have access to virtually every sector in Belgium. That shift had long been called for by employers' federations struggling with persistent staff shortages in, among others, construction, logistics, manufacturing and the public sector.

The three big changes at a glance

1. Flexi-jobs in every sector: private and public

The biggest shift: flexi-jobs will be allowed in all private sectors and, for the first time, also in the public sector. In concrete terms, this means that local authorities, municipal services, hospitals, schools and other public institutions will soon also be able to deploy flexi-jobbers. Until now, that domain was completely closed off.

For flexi-jobbers, this translates into an explosion of vacancies. Anyone keen to earn extra on the side will soon have access to sectors that are out of reach today: technical professions, administrative roles in government, support roles in healthcare, jobs in production and manufacturing. Want to know where it will all be possible? Keep an eye on our page with flexi-job and student job locations, which is continuously updated with new sectors.

2. A flexi-job with your own employer: finally allowed

The second big novelty is striking: full-time employees will soon be allowed to take on a flexi-job with their own employer. Until today, that was strictly forbidden. If you worked for a company, you could never earn a single extra hour there under the flexi status.

In practice, this means you can work extra shifts for your own boss during busy peak periods: think of the end-of-year rush in retail, a busy summer in logistics or seasonal work in production. For employers, this is worth gold: they can now deploy people who already know the company, the processes and the tools, without first having to train new staff.

3. The opt-out is reversed

The third change is more technical, but at least as far-reaching. Today, sectors must explicitly decide to allow flexi-jobs. From September 2026, that is reversed: flexi-jobs will be allowed by default, unless sectors explicitly decide to refuse them through a sector agreement.

That is a fundamental difference. Inertia now works in favour of the flexi-job system: a sector that takes no action automatically gets flexi-jobs. Those who want to refuse must deliberately start negotiations with the social partners. The effect will be that the supply of flexi-jobs expands sharply in 2026 and 2027 into sectors that had no experience with them until now.

What does this mean in concrete terms for flexi-jobbers?

For anyone wanting to earn extra income, this is the most favourable news since the introduction of flexi-jobs in 2015. Three things stand out:

• Far more choice of jobs. No longer limited to hospitality, retail, events or healthcare. Construction, logistics, production, public services and office work are being added.
• Working for your own boss is allowed. Do you have a permanent 4/5 job and want to put in extra hours at that same company during busy periods? Soon you can, without having to look for another company.
• Easier to find something quickly. The more sectors take part, the faster you can find a suitable shift in your area via a platform like AnyShift, including in regions or sectors where the offer was limited until now.

The basic rules continue to apply: you work at least 4/5 in a main job or you are retired, and you stay within the annual income ceiling. But the playing field you can be active on is getting drastically bigger. Getting impatient? Then sign up now as a shifter with AnyShift and we will let you know as soon as new sectors are added in your region.

What does this mean in concrete terms for businesses?

For employers, the picture changes at least as much. Until today, deploying flexi-jobbers was mainly a story for hospitality, retail and events. From September 2026, it becomes a strategic HR tool for virtually every sector.

Important: businesses in sectors that do not want the system have until the implementation date to secure an opt-out via their joint committee. Those who do not take a position will be included automatically. Business leaders who want to prepare can get in touch via this page to find out how flexi-jobbers fit into their specific operations.

Timeline: when does this take effect?

The text will be submitted to parliament before the summer. The vote is scheduled for the end of July. The actual implementation is expected in September 2026, although the minister does suggest that this is the target, not a guaranteed date. Anyone who wants to benefit from day one would do well to look into what the rules mean for his or her specific situation now.

Phase	When	What happens
Approval by the Council of Ministers	April 2026	Agreement on the expansion (✓ achieved)
Submission to parliament	Before summer 2026	Official legal text submitted
Vote	End of July 2026	Parliamentary approval
Implementation	September 2026 (target date)	New rules take effect

What should you do right now?

Whether you want to earn extra income or are looking for staff as a business, these three steps will help you get ready:

• Follow the updates closely. The law has not yet been definitively voted. Keep an eye on developments via reliable sources and our overview of all blogs.
• Doubts about your situation? Check the rules. The page with frequently asked questions clearly explains the conditions for flexi-jobbers and businesses.
• Create a profile. Whoever is ready first when September 2026 kicks in has the best chance at the best shifts. As a shifter, you are set up in a few clicks, and as a business you can prepare in the meantime via our business page.

Conclusion

The Council of Ministers' approval is more than a political decision: it is a fundamental expansion of what a flexi-job can be. From September 2026, the door will be open in every sector, in public services and with your own employer. Those who know the rules in time will be in the front row.

For flexi-jobbers, this means more job choice, more regions and more earning opportunities. For businesses, it is a new HR lever in a labour market that remains structurally tight. And for anyone who wants to get on board, now is the right time to prepare.

---