Flexi-jobbers in your workplace
SMEs and organisations increasingly rely on flexi-jobbers during peak periods and to bridge staffing gaps. These workers provide a welcome dose of flexibility. But how does the use of flexi-jobbers affect your prevention and wellbeing policy? This article addresses some of the big questions.
More flexibility, but the exact same rules on welfare
Flexi-jobs are an affordable form of employment where employees or retirees work for a different employer on the side. The employee’s flexi-salary is exempt from income tax and the usual NSSO contributions. At the same time, the employer benefits from a lower employer’s contribution. To be considered a flexi-jobber, a worker must have been employed by one or more other employers for at least 80% (4/5ths) in the third quarter before the flexi-job. This condition does not apply to pensioners.
The hospitality sector, retail trade, hairdressing and beauty salons were the first users, but following successive legislative extensions, the system has been opened up to almost the entire private and public sector (including the healthcare sector, education, sport and culture, event industry, automotive industry), unless there is a specific sectoral opt-out or exception.
Have any questions about flexi-jobbers or health monitoring?
When do I need to be affiliated with an external service if I’m employing a flexi-jobber?
The Welfare Act of 4 August 1996 stipulates that every employer in Belgium must set up an internal service for prevention and protection at work (IDPBW). Do you not have the required disciplines in-house? Then you are legally obliged to join a recognised external service for prevention and protection at work (EDPBW), such as IDEWE.
- Do you have other employees already? In that case, your flexi-jobber will be covered by your existing affiliation automatically.
- Don’t have any other staff and are hiring your first flexi-jobber? Make sure to set up the affiliation with an external service before your flexi-jobber’s first day of work.
Does my wellbeing policy also cover flexi-jobbers?
The Code on Employee Wellbeing does not make any distinctions according to employment contract, working hours or part-time work. The flexi-job’s fragmented or temporary nature does not affect your liability or duty of care as an employer. You have the same obligations regarding flexi-jobbers as for more permanent staff.
- Include flexi-jobbers in your risk assessments. Flexi-jobbers are often less familiar with your workplace, which therefore comes with specific risks. Evaluate and review your risk management system if you have been employing more flexi-jobbers.
- Arrange for structural onboarding for every new flexi-jobber. Thoroughly inform them regarding prevention measures and emergency and evacuation procedures. Ensure easy access to contact details for prevention advisors on safety, occupational doctors and psychosocial aspects, their confidential counsellor and IDEWE.
- Have the flexi-jobber complete adapted training for their specific workstation or tasks. Statistics show a higher incidence of accidents at work among temporary staff. Less time in your workplace should never involve poorer knowledge of the safety risks.
- Check whether they need to undergo a medical examination before starting work. Is the flexi-jobber performing a safety role, a job requiring increased vigilance, or activities with specific health risks such as lifting heavy loads, working with chemicals or night work? In that case, they must undergo a medical examination by an occupational doctor before starting work.
- Provide appropriate protective equipment. Does your risk assessment indicate a need for personal protection equipment such as safety shoes, hearing protection or specific work clothing? You must provide this equipment free of charge.