Flexi-Job Framework Agreement (Flexi-job raamovereenkomst / Contrat-cadre flexi-job)

FLEXI-JOB FRAMEWORK AGREEMENT (FLEXI-JOB RAAMOVEREENKOMST / CONTRAT-CADRE FLEXI-JOB)

Employer: ✓Employer name Worker: ✓Worker name (rijksregisternummer/NISS: Worker national number (rijksregisternummer/NISS)) Agreement date: Agreement date. Sector: Sector.

1. LEGAL BASIS 1.1. This framework agreement must be concluded ONCE, before the worker's FIRST flexi-job contract with this Employer. 1.2. ⚠️ Historically reserved to HoReCa, retail and a limited list of sectors, the flexi-job regime is OPEN TO ALL SECTORS of the private (and part of the public) sector from 1 July 2026, subject to a sector-level opt-out.

2. ELIGIBILITY OF THE WORKER 2.1. Eligibility basis 2.2. A worker may NEVER perform a flexi-job for their OWN main employer.

3. FUNCTION 3.1. Function description

4. PAY 4.1. Base flexi hourly rate: Base flexi hourly rate. 4.2. ⚠️ Tax-free income ceiling: Tax-free income ceiling note.

5. METHOD OF CALL-UP 5.1. Method of call-up to work 5.2. This framework agreement is normally written, except where each engagement is covered by a same-day Dimona declaration, in which case an oral arrangement is tolerated — a written record remains strongly recommended as protection during an RSZ/ONSS inspection.

SIGNATURES 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.