Since July 1st, the flexi-job scheme has been opened up to all sectors. For employers who haven't worked with it before, here are a few things worth knowing before you start.

Who qualifies for a flexi-job?

A flexi-job is intended for people who already work mainly elsewhere (usually at least 4/5) or who are retired. It's not a full-fledged job in itself, but a supplement on top of an existing situation.

What does the flexi-job status mean for you as an employer?

You can't hire a flexi-jobber for a role that actually requires a structural, full-time replacement. The status is designed for shorter, flexible deployment, not permanent staffing. For those structural needs, it's better to look at temporary employment or a permanent hire].

Pay and administration for flexi-jobs

Flexi-jobs have their own pay structure and social contributions, different from a regular or temp contract. We handle that for you, so you don't have to set up separate administration alongside your existing workforce management.

What has changed since July 2026?

Where the status used to be limited to sectors such as hospitality, retail and food, it can now be applied more broadly. New sectors such as security, logistics or cleaning are now also making use of it, often for supporting roles within those sectors.

Want to know whether flexi-jobs could work for your organization? Get in touch with our consultants.