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The reform of the flexi-jobs system concerns among other things the amount of the basic wage and the flexi-wage.
What is the situation more precisely?
An employee exercising a flexi-job is entitled to:
These principles remain unchanged.
Since 1 January 2024, the basic wage to which a flexi-employee is entitled must be at least equal to:
In concrete terms, you must determine the position and pay scale category of the flexi-employee, taking into account the sectoral provisions applicable in your company.
This rule applies to flexi-job employment contracts concluded on or after 1 January 2024, as well as to flexi-job employment contracts in progress on 1 January 2024.
Important note! In JC no. 302 (hotel sector) where the minimum basic wage remains set at 11.19€/hour (amount on 1 November 2023).
Since 1 January 2024, the flexi-wage may not exceed 150% of the basic minimum wage (unless a different cap is set by collective bargaining agreement made compulsory by Royal Decree).
Important note! This limitation of the flexi-wage to 150% of the basic minimum wage also applies to JC no. 302 (hotel sector).
The framework agreement must contain, among other things, the amount of the basic wage and the conditions for exercising a flexi-job.
Given the changes that have occurred since 1 January 2024, you must, regardless of your sector of activity, conclude a new framework agreement for flexi-job employment contracts concluded on or after 1 January 2024, and adapt the existing framework agreement (or conclude a new one) for flexi-job employment contracts in progress on 1 January 2024.
Model framework agreements and flexi-job employment contracts are available on https://legalsmart.partena-professional.be.
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