Which Contract to Choose for Working in the Belgian Horeca Sector? The Complete Guide

Horeca Contracts and Statuses in Belgium: From Flexi-Jobs to Fixed-Term Contracts

The Horeca sector (Joint Committee 302) is one of the most dynamic and flexible in Belgium. Whether you are looking for a stable job, a student job, supplementary income, or a shift of just a few hours, there is a contract suited to every situation.

Discover the complete list of possible statuses and contracts in the Horeca sector to make the right choice in full compliance with the law.

These contracts form the core of permanent staff in restaurants, cafés, and hotels.

• Indefinite-Term Contract (CDI / Permanent Contract): The standard option for long-term commitment, whether full-time or part-time. If concluded full-time, a verbal agreement is legally tolerated, though a written contract remains strongly advised.

• Fixed-Term Contract (CDD): Ideal for temporary needs or specific tourist seasons (such as summer on the coast or terrace openings). A written contract is mandatory before starting work, specifying the exact start and end dates.

• Replacement Contract: Specifically concluded to replace a permanent employee who is temporarily absent (sickness, maternity leave, career break).

The Horeca sector relies heavily on flexible options to adapt to daily or seasonal fluctuations in customer demand.

• Flexi-Job: The go-to status for earning extra income! Reserved for individuals who already work at least 80% (4/5th) for another employer (in the T-3 quarter) or for retirees. The major advantage? The salary is tax-free for the worker. It requires a mandatory written framework agreement, complemented by execution contracts (written or oral). Pay is strictly regulated by index-linked minimum and maximum rates.

• Casual Worker (or "Extra"): A very short fixed-term contract (often for a few hours or a maximum of 2 consecutive days) to reinforce the team during a banquet, an event, or a peak period. Employers benefit from reduced social security contributions calculated on advantageous hourly or daily flat rates.

• Temporary Agency Contract (Intérim): The worker is hired via a recruitment agency that assigns them to an establishment for short- or medium-term missions.

Perfect for students or those looking to learn the trade directly on the job.

• Student Employment Contract: Allows students to work under a heavily reduced social security contribution scheme (within their annual quota of hours). A written contract is strictly required no later than the start of employment.

• Apprenticeship / Dual Learning Contract: Concluded with young people learning the trade by splitting their time between a hospitality school (or training center like IFAPME or EFP) and the employer.

The Golden Rule: The DIMONA Declaration

Whatever formula is chosen (even for a two-hour extra shift or an oral flexi-job), the employer must file a DIMONA declaration with Social Security before the worker performs their very first minute of work.

The absence of a Dimona declaration immediately reclassifies the work as undeclared ("black-market work") and exposes the employer to severe penalties.

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