If a social inspector arrives to check your flexi-jobbers, the single question behind almost everything they ask is: was a valid same-day Dimona (DimDay) filed before each flexi shift started, and can you prove the hours actually worked? The SIOD/TSW and NSSO/RSZ check DimDay timestamps against real work, so the fastest way to survive an inspection is to have accurate, time-stamped records ready per worker, per day. That is what Suivo’s time tracking is built to produce: payroll-ready hours with a clean digital trail that maps straight onto what an inspector wants to see. This checklist walks through what they ask for, where employers fail, and how digital records turn a stressful audit into a lookup.
What does a SIOD inspector actually ask for?
A flexi-job inspection is documentary. The inspector is reconciling three things: who was working, whether they were declared correctly before they started, and whether they were paid within the rules. Expect requests for the following, per flexi-worker and per shift:
- The framework agreement (raamovereenkomst) in writing, signed before the worker’s first employment.
- DimDay confirmations: proof that a same-day Dimona was filed before each shift began, with the timestamp.
- Time registration records: the electronic record of actual hours worked, which has been mandatory for flexi-jobbers since 1 July 2026.
- Wage records: proof the flexi-wage stayed within the cap (€21/hour in horeca, or 150% of the sectoral minimum base wage elsewhere) and that the 28% employer contribution was applied.
- Eligibility evidence: the basis on which the worker qualifies, either the 4/5 rule in the reference quarter (Q-3) or legally retired status.
The inspector will typically pick a sample of shifts and trace each one end to end, from declaration timestamp to clock-in to payslip. The Belgian social inspection services publish their remit through the SIOD, and the underlying declaration rules sit with social security.
Which records do you need ready, per worker, per day?
Treat the checklist below as your pre-inspection dry run. For every flexi-jobber you should be able to produce, on request:
- A signed framework agreement dated before their first shift.
- A DimDay confirmation timestamped before the start of each shift, with no gaps.
- Actual clock-in and clock-out times for each shift, from an electronic system.
- The wage paid per shift, demonstrably under the applicable cap.
- Confirmation the worker met an eligibility route for the relevant quarter.
The test is not whether these documents exist somewhere. It is whether you can line them up quickly and show they agree with each other. An inspection fails not because a record is missing in principle, but because the DimDay timestamp, the clock-in and the payslip tell three different stories.
What are the common failure patterns?
Most findings fall into a short list of recurring mistakes. Knowing them is half the defence.
- Late or missing DimDay. A shift started before the same-day Dimona was filed, or it was never filed at all. There is no grace period and it cannot be filed retroactively, so this is the classic finding. The consequence is that the day is treated as regular employment: full employer social security contributions on that day’s wages, plus loss of the worker’s tax advantage for that day. Repeated across a quarter, it becomes a large retroactive NSSO assessment. Our explainer on a missing Dimona penalty covers the mechanics.
- No written framework agreement, or one dated after the first shift. The raamovereenkomst must precede first employment. A backdated document does not fix it.
- Wage above the cap. Pay above the applicable ceiling loses flexi status on the excess, and normal contributions fall due on it.
- Eligibility not evidenced. The worker did not actually meet the 4/5 rule in Q-3 and is not retired, so they should not have been a flexi-jobber at all.
- Paper-only or reconstructed hours. Since 1 July 2026 electronic time registration for flexi-jobbers is statutory, so a hand-written or after-the-fact record is a weakness in itself.
How do digital records cut inspection time?
The difference between a painful inspection and a quiet one is almost entirely about whether your records are digital, time-stamped and connected. A connected platform helps in four concrete ways.
- The DimDay risk is caught before it happens. Rather than discovering a missing declaration during the audit, the platform flags a shift with no valid same-day Dimona before the worker starts, so the gap never enters the record.
- Timestamps are objective. Clock-in via mobile app, badge, fixed pole or vehicle produces an actual, non-editable time, not a number someone wrote down afterwards. That is exactly the evidence an inspector is trying to establish.
- Reconciliation is instant. Declaration, hours and wage sit in one system, so producing the sample the inspector asks for is a filter and an export, not a hunt through binders and mailboxes.
- Payroll already agrees. Because Suivo connects to the major Belgian social secretariats and payroll providers (Liantis, Securex, Partena, Group S, SD Worx), the hours the inspector sees are the same hours that were paid, so there is nothing to explain away.
For how the registration mandate itself works, see our piece on electronic time registration for flexi-jobs, and for the wider context our 2026 flexi-jobs employer guide.
Do the basics before an inspector ever calls
An honest word: the best inspection outcome is decided long before the inspector arrives. If your DimDay is always filed before the shift, your hours are always captured electronically, your framework agreements predate first employment and your wages sit under the cap, there is simply nothing to find. The checklist above is not a survival tactic for the day of the audit, it is a description of running flexi-jobs correctly every day. Put it on a connected platform and staying ready costs you nothing extra.
Be inspection-ready every day, not just on the day
Stop treating an inspection as an event to prepare for and make readiness the default. With time-stamped digital records, DimDay alerts and a clean payroll trail, you can hand over exactly what the SIOD asks for in minutes, and you remove the single biggest risk, the retroactive Dimona, entirely.
