MUST be in writing no later than the start of work. 2025–2026 reform confirmed a quota of 650 hours/year, taxed via an 8.13% solidarity contribution instead of ordinary RSZ; hours tracked via Student@work.
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STUDENT EMPLOYMENT CONTRACT (STUDENTENOVEREENKOMST / CONTRAT D'OCCUPATION D'ÉTUDIANT)
Employer: Student: Legal representative (if minor): Contract date:
1. ⚠️ LEGAL BASIS AND FORM 1.1. A student agreement MUST be in writing no later than the moment work starts — otherwise the worker is deemed engaged under an ordinary indefinite contract. 1.2. Where the student is a minor, the agreement is co-signed by the legal representative: .
2. PERIOD 2.1. From to (⚠️ maximum 12 months per agreement). 2.2. Trial period: — the first 3 working days are, by law, automatically a trial period during which either party may end the agreement with a short notice.
3. FUNCTION AND SCHEDULE 3.1. Function: 3.2. Schedule:
4. PAY 4.1.
5. ⚠️ 650-HOURS/YEAR QUOTA 5.1. Hours already used this calendar year (all employers combined): . The quota is 650 hours/year (2025–2026 reform), taxed via a favourable 8.13% solidarity contribution instead of ordinary RSZ contributions — hours beyond the quota lose this favourable treatment. 5.2. Student@work certificate: — the student must provide a current Student@work attestation confirming remaining available hours.
6. DIMONA 6.1.
SIGNATURES Employer ______________ / on behalf of / Student ______________ / / Legal representative (if applicable) ______________ / /
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.
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