Since 1 July 2026, any employer who engages a flexi-job worker in Belgium must have an electronic time registration system in place. This is a statutory obligation, not a recommendation, and paper timesheets or an after-the-fact spreadsheet no longer meet it. The system has to capture the actual start, duration, and end of each flexi-job shift, so that declared hours can be checked against the DimDay declaration and the flexi-wage cap. Suivo’s time tracking solution does exactly this: it records verified timestamps per worker, links each shift to its same-day Dimona, and feeds the hours straight to your payroll, all on one connected platform. For the full flexi-job picture, start with our complete employer guide.
What exactly does the new rule require?
The rule is short in the law but specific in effect. If you use flexi-job workers, you must operate an electronic time registration system that records when each flexi-job worker actually works. It has to be a real, objective record, not a signature at the end of the week.
In practice that means the system must capture, per worker and per shift:
- The actual clock-in time, recorded at the moment work starts.
- The duration of the shift.
- The clock-out time when the worker leaves.
The point is verification. The state already knows a worker was declared for the day through the DimDay filing. What it could not previously check was whether the declared hours matched reality. An electronic record closes that gap, and it is the only evidence that reliably does.
Why are paper timesheets no longer enough?
A paper timesheet is filled in by hand, often at the end of a shift or the end of a week, and it can be edited without trace. For a flexi-job, where the whole classification depends on an accurate same-day declaration and a wage that stays under the cap, that is too weak to rely on.
Electronic registration is different in three ways that matter to an inspector:
- It is contemporaneous. The check-in is captured at the moment it happens, not reconstructed later.
- It is tamper-evident. Timestamps are logged by the system, so edits leave a trail.
- It is verifiable against other records. The same platform can compare the clock-in against the DimDay filing and the hours against the wage cap.
The FPS Employment confirms that employers must be able to produce working-hours records on demand for all worker categories. For flexi-jobs, that record must now be electronic.
How does this connect to the 2027 mandate for all employers?
The flexi-job rule is the leading edge of a broader change. From 1 January 2027, Belgium moves to mandatory working-time registration for all employers, not just those using flexi-jobs. So an employer investing in a system today to cover flexi-jobs is also getting ahead of the obligation that will apply to their whole workforce six months later.
This is the practical argument for choosing a platform rather than a point tool. If you buy something that only handles flexi-jobs, you will be buying again in January 2027. A system that registers time for every worker category, permanent, part-time, student, and flexi, solves both problems at once and lets you start modular and expand without a rip-and-replace. We explain the wider rule in managing a mixed workforce.
How does Suivo satisfy the electronic time registration obligation?
Suivo was built for Belgian field and shift operations, so the flexi-job case fits directly into the product.
- Multiple clock-in methods. Workers register through a mobile app, badge scanning, fixed check-in poles, or vehicle-based check-in, so the method matches your site rather than forcing one approach.
- Verified timestamps per worker. Every check-in and check-out is captured with a time and a worker identity, giving you the contemporaneous record the law now requires.
- DimDay support. The platform can flag when a scheduled flexi-job worker does not yet have a same-day Dimona on file, so you file before work starts rather than discovering the gap in an audit. See DimDay explained for how the declaration works.
- Payroll-ready output. Hours flow to your social secretariat through API integrations with Liantis, Securex, Partena, Group S, and SD Worx, so the verified record becomes the pay record without re-keying.
The thesis is simple: real-time data is only worth capturing if it leads to a decision or a saved euro. Here it does both. It keeps you compliant and it makes sure you never pay full social contributions on a day that should have qualified as a flexi-job.
What does non-compliance actually cost?
Two risks stack on top of each other. First, failing to have an electronic system at all is a breach of the obligation in its own right. Second, and usually more expensive, without a verified record you cannot defend your DimDay filings. If an inspector cannot see that declared hours match hours worked, individual days can be reclassified as regular employment, which triggers full employer social security contributions on those wages and strips the worker’s tax advantage for those days. We cover the penalty mechanics in what happens with no valid Dimona.
Ready to put compliant time registration in place?
Suivo gives you the electronic time registration flexi-jobs now require, ready for the 2027 all-employer mandate too: verified hours, DimDay support, and records that hold up in an NSSO or SIOD audit.
