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Hiring Flexible Staff


There are more and more flexworkers. They work on the basis of different types of contracts. What are the most important flexible forms of work and what do you have to take into account?

Many entrepreneurs find flexibility important. With flexible staff you can quickly respond to the changing demand for your products or services. For example, many companies have a so-called flexible shell. This means that, in addition to permanent staff, they also use flex workers to cope with peaks and troughs.

It's wise to arrange the hiring of flexible staff in the right way. If that does not happen, it's possible that the chosen structure will turn out to be less flexible and you will nevertheless be stuck with an employee. It's also useful to look at the advantages and disadvantages of hiring flex workers.

Advantages of flexible staff

Fresh look: Flexworkers often have a fresh look. They regularly change jobs and visit several companies. They are also less bound to a fixed way of working. This means that with flex workers you have a greater chance of refreshing ideas and initiatives.

Greater maneuverability: More than ever, companies have to deal with uncertain circumstances. With flexible staff you can quickly respond to both positive and negative developments. The collaboration with a flex worker is relatively easy to start and end.

Disadvantages flexible staff

Lower involvement: Some of the flexible employees consciously opt for a flexible form of work. They may therefore be less involved in the ins and outs of your company. This can be disadvantageous if you expect your staff to go the extra mile. Less loyalty: You can often easily say goodbye to a flexible employee, but of course the other way round also. If the grass is greener elsewhere, you can just lose a valuable employee. As a result, you may face a shortage of staff.

Types of flexible employees

View the listed types of flexible employees

Temporary employees

A temporary employee has a fixed-term employment contract or a temporary contract. This can be interesting if you can offer work for a not too long, fixed period. Note that there are limits to this. If you exceed those limits, the temporary contract may in certain cases automatically change to a permanent contract.

Points of attention:

Keep an eye on the end date: Temporary contracts require good administration. If your employee continues to work after the end of the contract, there may be a tacit renewal.

Prepare good contracts: With a temporary contract you have to take all kinds of rules into account. For example, you must record a probationary period (if allowed) in writing. If you do not, the probation period is not valid.

Temporary workers

A temporary worker is actually employed by the employment agency. The advantage of this is that you can hire the temporary worker when needed and you can get rid of him again. In addition, you do not have to pay wage tax and, in the event of an illness, the employment agency will continue to pay the wage. In exchange, you pay the employment agency a fixed amount per hour.

Points of attention:

Work with the right employment agency: Among other things, it's important that the employment agency with which you do business pays wage tax and national insurance contributions. If that does not happen, the tax authorities can hold you liable for this.


A freelancer or self-employed person is a self-employed person who works for multiple clients. He can carry out and organize the work independently. Because employing a self-employed person is a commercial agreement, you do not, in principle, have to pay payroll taxes.

For this it's important that the situation does not resemble an employment contract. If that is the case, the tax authorities can still knock on the door.

Points of attention:

Prevent a disguised employment: In certain situations, the Tax Authorities consider a self-employed person to be a 'disguised' employee. It may therefore be wise to ask to use a model contract.

Be a good client: Of course you always want to have the best self-employed. As a good client, for example, by clearly communicating, you know how to bind them to your company.

Call Forces

An on-call worker often has a zero-hour contract or a min-max contract. This can be interesting if you cannot guarantee employees enough work. If there is no work, you do not have to deploy the employees and, in most cases, you do not have to pay. If, on the other hand, there is a lot of work, you let all employees come and pay them for the hours worked.

You have to take into account all kinds of rules, such as the obligation to pay at least three hours per call.

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