Expansion of flexi-jobs starting July 1, 2026: What does this mean for your business?
June 2026 - The federal government plans to significantly expand the flexi-job system, but the rollout is facing delays. While the initial plan was to launch on April 1, 2026, the timeline has now shifted to the summer. The new rules are expected to take effect on July 1, 2026.
For SME entrepreneurs, this reform could have a significant impact. Not only would flexi-jobs become accessible to nearly all sectors, but the financial limits would also be raised and some existing restrictions would be removed. This creates additional flexibility in a tight labor market.
Why is the expansion being delayed?
The delay is primarily due to the mandatory legal and administrative steps that still need to be completed.
The dossier is currently with Committee A for consultation with the social partners. The trade unions, in particular, are critical of the broader application of flexi-jobs. Following this consultation phase, the Council of State must issue its opinion, a procedure that typically takes about thirty days.
Only then can the Council of Ministers give the final green light, and Parliament must still approve the new legislation. As a result, July 1, 2026, currently appears to be the most realistic implementation date.
Flexi-jobs possible in nearly all sectors
The most notable change is undoubtedly the expansion to nearly all sectors.
Currently, there are three categories:
· The first group includes sectors where flexi-jobs were already permitted before 2024 and which cannot opt out of the system.
· In addition, there are sectors that gained access starting in 2024 but can still decide not to allow flexi-jobs via a so-called “opt-out.”
· Finally, there are sectors without a legal basis, which could only join via an “opt-in.”
Starting in July 2026, this logic would change completely. Flexi-jobs would then, in principle, automatically become possible in all sectors, unless a sector explicitly decides to opt out. This opens the door for sectors where flexi-jobs currently do not exist or are virtually nonexistent, such as construction and industry.
Opt-out becomes the new standard
Although the system is being rolled out more widely, sectors will retain a say in the matter.
Through an opt-out, sectors can decide not to allow flexi-jobs if they do not fit within their work organization or if social partners oppose them.
Importantly, this choice does not have to be permanent. A sector that opts out initially can rejoin later via an opt-in.
For your SME, this means it is essential to monitor sectoral decisions. After all, not every sector will automatically take advantage of the new opportunities.
Higher limits and greater flexibility
In addition to expanding the eligible sectors, the financial limits are also being adjusted. Here is a summary of the key changes:
· The annual tax-free earnings limit is increasing from 12,000 to 18,000 euros.
· The maximum hourly wage is being raised from 18 to 21 euros.
· In the hospitality sector, the maximum hourly wage will also rise to 21 euros.
· The current ban on full-time employees taking on a flexi-job at an affiliated company would be lifted.
· Flexi-jobs would also become available for care positions, although artistic positions remain excluded.
In addition, there will be technical adjustments regarding temporary work, pension checks, and wage caps.
To be continued, no doubt…
