Before a flexi-jobber works a single hour for you, one document must already exist in writing: the flexi-job framework agreement, the raamovereenkomst. It sets the standing terms of the working relationship and it must precede the first employment, not follow it. Get this wrong and every shift built on top of it is exposed, because a backdated framework agreement cannot be fixed after the fact. Suivo’s workforce management solutions handle the day-to-day that sits on top of the agreement, the scheduling, the same-day declarations and the time records, but the agreement itself is your foundation. This guide sets out what it must contain, why timing is non-negotiable, and how it relates to the DimDay you file before each shift.
What is the flexi-job framework agreement?
The framework agreement is the standing contract between employer and flexi-worker. It is not a contract for one shift, it is the umbrella under which individual shifts are later offered and worked. Think of it as two layers:
- The framework agreement (raamovereenkomst): the durable terms of the relationship, signed once, before the first shift.
- The individual flexi-job contract per assignment: activated shift by shift, which can be verbal or written depending on the arrangement, and which is declared through the same-day Dimona (DimDay).
The framework agreement is what makes the flexi relationship legitimate in the first place. Without it, there is no valid basis for the flexi-jobs that follow, no matter how correctly you handle the declarations afterwards.
What must the framework agreement contain?
Belgian rules require the raamovereenkomst to set out the standing terms clearly. At a minimum it should include:
- The identity of both parties: the employer and the flexi-worker.
- The way flexi-jobs will be offered and accepted: how shifts are proposed and how the worker signals availability.
- The agreed flexi-wage, which must respect the applicable cap. In horeca that is €21/hour (indexed); in other sectors it is 150% of the sectoral minimum base wage, excluding certain allowances and bonuses. Any pay above the cap loses flexi status and attracts normal contributions on the excess.
- The function or type of work the worker will perform.
- The notice or period arrangements governing the relationship.
Alongside the agreement, keep the evidence that the worker is actually eligible. A flexi-jobber must have worked at least 4/5 of full-time with one or more other employers during the reference quarter (Q-3), or be legally retired. The framework agreement does not replace that eligibility check, it sits beside it. For who qualifies, see our explainer on the 4/5 rule.
Why must it precede the first shift?
Because the flexi-job regime is a favourable one, its conditions are strict, and timing is one of them. The framework agreement must be in writing before the worker’s first employment. This is not a formality you can catch up on later:
- A framework agreement signed after the first shift does not retroactively legitimise that shift.
- A social inspector treats a missing or backdated raamovereenkomst as a finding, and it is one of the first documents requested.
- If the framework is defective, the shifts underneath it are exposed to being reclassified as regular employment, with full employer social security contributions due and the worker’s tax advantage lost.
The safe rule is simple: no framework agreement in writing, no flexi shift. Put the document in place first, then plan.
How does the framework agreement relate to DimDay?
This is where employers most often blur two different things. The framework agreement and the DimDay are not alternatives, they are two required layers that work together.
- The framework agreement is the standing contract. It exists once and covers the whole relationship.
- The DimDay is the per-shift declaration. It is a same-day Dimona filed before every single shift, before the worker starts. There is no grace period and it cannot be filed retroactively.
You need both, every time. A perfect framework agreement does not excuse a missing DimDay: skip the declaration and that day is treated as regular employment, with full contributions and lost tax advantage. Equally, a filed DimDay does not excuse a missing framework agreement. For the mechanics of the declaration itself, see our guide to DimDay explained, and for the wider setup our 2026 flexi-jobs employer guide.
One honest caveat before you draft anything: confirm your joint committee (paritair comité) has not opted out of flexi-jobs. Since 1 July 2026 flexi-jobs opened to almost all sectors, but sectors can request exclusion by Royal Decree and, during the 2026 transition, opt out on a quarterly basis. Check your paritair comité’s position with the FPS Employment and NSSO/RSZ first. If it has opted out, no framework agreement will make a flexi-job valid in your sector for that period.
Get the foundation right, then run it on one platform
The framework agreement is a one-time job done properly. What follows, offering shifts, filing a DimDay before each one, capturing the hours electronically and exporting to payroll, is a repeating job, and that is where a connected platform earns its place. When each shift is planned and declared on the same system that holds the time records, every individual assignment ties cleanly back to the framework it sits under, and both your compliance trail and your payroll agree. That is far steadier than a signed PDF in a drawer and a stack of separate declarations.
Build on solid paperwork
A flexi-job is only as sound as the agreement underneath it. Put the raamovereenkomst in writing before day one, keep your eligibility evidence beside it, and pair every shift with a valid DimDay. Do that consistently and you have a flexi workforce that stands up to any inspection.
