The main changes to the flexi-job system are as follows:
- Expansion to all sectors: The flexi-job system will be expanded to all private and public sectors. Previously, the flexi-job system was limited to a select number of sectors, such as hospitality and retail.
- Opt-out system: All sectors have the option to request a full or partial opt-out.
- An exception will be made to the prohibition on performing flexi-jobs for an affiliated company: It is prohibited to perform a flexi-job for a company affiliated with the employer, such as a parent-subsidiary company or a company with which the employer forms a consortium. An exception to this prohibition is provided for employees who already have regular full-time employment with an affiliated company. This exception also applies to temporary workers. They may therefore also work as flexi-jobbers for an affiliated company of the temporary work agency, provided they are already made available full-time by that agency.
- Limitation of flexi-wage restricted to the base wage: The limitation of the flexi-wage to 150% of the minimum base wage no longer applies to the total flexi-wage, but to the base wage that forms part of the flexi-wage. Bonuses and benefits such as overtime pay, premiums for night work or work on public holidays, etc., may be granted to the flexi-jobber without being subject to the limitation.
- Maximum hourly wage in the hotel sector: In the hotel sector (PC 302), a maximum hourly wage of 21 EUR is imposed.
