Flexi-jobs in every sector since 1 July 2026: here's what changes for you and your business

Update 15 October 2026: this article has been checked against the 2026 figures. Student workers may work 650 hours a year at a 2.71 percent contribution, and since May 2026 light work is allowed from age 15. Flexi-jobbers earn tax-free up to 18,440 euros a year; the minimum flexi hourly wage in hospitality has been 12.11 euros since 1 September 2026 (13.04 euros including holiday pay) and the maximum is 21.00 euros (22.61 euros including holiday pay). Since 1 July 2026 flexi-jobs are possible in almost all sectors. The full 2026 rules are in our guide on the flexi-job hourly wage, rules and ceiling: anyshift.be

Parliament approved it and it has been in force since 1 July 2026: flexi-jobs have been rolled out to all private and public sectors. A flexi-job with your own employer does remain excluded: your 4/5 employment must be with another employer. Anyone looking to earn extra income now has far more choice, and businesses craving extra hands see a whole range of new opportunities open up.

In short, it comes down to this: flexi-jobs are now the rule, not the exception. Sectors that did not want the system had to actively apply for that through a reversed opt-out system. That is a fundamentally different logic from before, and it is thoroughly shaking 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 how the implementation went.

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 now has 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 big changes at a glance

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

The biggest shift: since 1 July 2026 flexi-jobs have been allowed in all private sectors and, for the first time, also in the public sector, apart from a few excluded sectors. In concrete terms, this means that local authorities, municipal services, hospitals, schools and other public institutions can now also deploy flexi-jobbers. Until then, that domain was completely closed off.

For flexi-jobbers, this translates into an explosion of vacancies. Anyone keen to earn extra on the side now has access to sectors that were out of reach until recently: 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: still not allowed

There is often confusion about this point: taking on a flexi-job with your own employer is still not allowed. In quarter T-3 you must have worked at least 4/5 for one or more other employers. With a former employer, a flexi-job is only possible from the quarter after your contract ends.

In practice, this means you work extra shifts for a company other than your main employer, for example during the end-of-year rush in retail, a busy summer in logistics or seasonal work in production. Employers deploy flexi-jobbers who have their main job elsewhere.

3. The opt-out is reversed

The third change is more technical, but at least as far-reaching. Previously, sectors had to explicitly decide to allow flexi-jobs. Since 1 July 2026, that has been reversed: flexi-jobs are allowed by default, unless a sector is excluded through the opt-out. The Royal Decree of 30 August 2026 permanently excludes agriculture, horticulture, domestic workers, funeral directors and sea fishing, with a few exceptions. Artistic functions also remain excluded.

That is a fundamental difference. Inertia now works in favour of the flexi-job system: a sector that took no action automatically got flexi-jobs. Those who wanted to refuse had to deliberately apply for an opt-out. The effect is that the supply of flexi-jobs is expanding 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 have been added.
• Working for your own boss is still not allowed. Your permanent 4/5 job must be with another employer. So you put in extra hours as a flexi-jobber at a different 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: in quarter T-3 you work at least 4/5 for another employer or you are retired, and you stay within the annual income ceiling. But the playing field you can be active on has become 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 recently, deploying flexi-jobbers was mainly a story for hospitality, retail and events. Since 1 July 2026, it has been a strategic HR tool for virtually every sector.

Important: the opt-out has meanwhile been laid down in the Royal Decree of 30 August 2026. If you are not in an excluded sector, you automatically fall under the system. 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: how did the implementation go?

The expansion was first planned for 1 April 2026, but that date was postponed in March 2026. Parliament then approved the text: the law of 28 June 2026 was published in the Belgian Official Gazette on 2 July 2026 and has been in force since 1 July 2026. The Royal Decree of 30 August 2026 then laid down which sectors remain excluded through the opt-out. So check what the rules mean for your specific situation.

Phase	When	What happens
Postponement	March 2026	Target date of 1 April 2026 postponed
Approval by the Council of Ministers	April 2026	Agreement on the expansion (✓ achieved)
Submission to parliament	Before summer 2026	Official legal text submitted
Vote	June 2026	Law of 28 June 2026 (Official Gazette 2 July 2026)
Implementation	1 July 2026	New rules in force
Opt-out	30 August 2026	Royal Decree lays down the excluded sectors

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 been definitively voted and is in force, but the rules keep evolving. 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 now that the rules apply since 1 July 2026 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. Since 1 July 2026, the door has been open in almost every sector and in public services. Those who know the rules are 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.

---