Flexi-Job Employment Contract (Flexi-jobarbeidsovereenkomst / Contrat de travail flexi-job)

FLEXI-JOB EMPLOYMENT CONTRACT (FLEXI-JOBARBEIDSOVEREENKOMST / CONTRAT DE TRAVAIL FLEXI-JOB)

Employer: ✓Employer name Worker: ✓Worker name Contract date: Contract date

1. LEGAL BASIS 1.1. This contract is required for EACH flexi-job period, in addition to the one-time flexi-job framework agreement already in place between the parties. 1.2. Contract form: Contract form. Oral engagements are tolerated ONLY where covered by a same-day Dimona declaration — a written contract remains the safer, recommended default.

2. PERIOD AND SCHEDULE 2.1. Period: from Period — start to Period — end. 2.2. Schedule: Schedule for this period

3. DIMONA 3.1. Dimona filing pattern 3.2. ⚠️ Dimona must be filed BEFORE the worker actually starts. HoReCa extra's and retail flexi-jobbers require a DAILY Dimona — the single most common violation found during RSZ/ONSS inspections in restaurants.

4. PAY 4.1. Flexi hourly rate for this period. 4.2. ⚠️ From 1 July 2026 the base flexi rate may not exceed 150% of the sector's ordinary base rate for the same function (anti-poaching cap; applies only to the base component). 4.3. Cumulative flexi income this year: Cumulative flexi income this year.

SIGNATURES (if written) Employer ______________ / on behalf of ✓Employer name / Worker ______________ / ✓Worker name /

— — — ⚠️ This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.