Student employment contracts in Belgium: The Complete Guide for Employers in 2026

Hiring a student worker in Belgium is one of the most flexible and cost-effective staffing solutions available, whether you run a hospitality business, a retail shop, a logistics company, or a small local enterprise. But it comes with a precise legal framework that every employer must follow.

Here's everything you need to know.

1. Who qualifies as a student worker?

Not every young person who studies can be hired under a student contract. To qualify, a student must:

• Be at least 16 years old (or 15 if they have completed the first two years of secondary education)

• Have studying as their primary activity

• Not hold a contract of more than 12 consecutive months with the same employer

• Not be receiving unemployment benefits

As an employer, if a candidate meets all these conditions, you are legally required to use a student employment contract. A standard employment contract is not an option.

Important: In the event of an NSSO inspection, you must be able to prove the worker's student status. A valid enrolment certificate for the current academic year is the only accepted proof. A student card or a written declaration by the student is not sufficient. Always request a copy of this certificate before the first working day.

2. The 650-hour annual quota

In 2026, a student can work up to 650 hours per calendar year under a reduced social contribution regime. This quota applies across all employers combined, not per employer.

Within those 650 hours, the reduced rates are:

• 5.42% solidarity contribution charged to the employer

• 2.71% solidarity contribution charged to the student

This makes student workers significantly more affordable than regular employees. Once the 650-hour threshold is crossed, standard social security contributions apply automatically from the 651st hour onward.

As an employer, it is your responsibility to verify the student's remaining balance before signing any contract. Students can consult their available hours via the StudentAtWork platform and share the result with you directly, either as a certificate or via online access.

3. What must a student employment contract include?

Every student must sign a written employment contract before their first day of work. This is a fixed-term contract and cannot exceed 12 consecutive months with the same employer. If this limit is exceeded, the student risks being reclassified as an ordinary worker, with full social contributions applying going forward.

The contract must include the following mandatory elements:

• Full identity of both parties (name, date of birth, address)

• Start and end date of the employment

• Place of work and a clear description of the role

• Daily and weekly working hours, including the schedule

• Agreed salary and method of payment and payment schedule

• Read all other mandatory details that must appear on the contract on the official website of the Federal Public Service Employment of Belgium, available in Dutch and French.

The contract must be drawn up in two copies and signed no later than the moment the student starts work. Give the student a copy of the work regulations on their first day.

Record-keeping: Keep the student contract for a minimum of 5 years. The Social Inspectorate can request it at any time.

4. Additional rules when hiring a minor (under 18)

The standard rules for student contracts apply in full, but when hiring someone under 18, four additional elements must be explicitly included in the contract:

• Working hours: Students under 16 may not work after 8:00 PM. If night work (up to 11:00 PM maximum) is occasionally possible for 16–18 year-olds, this must be written into the contract along with a suitable transport arrangement.

• Breaks: A mandatory 30-minute break must be included in the schedule for working days longer than 4.5 hours. For days longer than 6 hours, 1 hour of break time is required. This is not a recommendation, it is a legal right you must guarantee.

• Tasks: The job description must be more detailed than for an adult worker. Specify clearly what the student may and may not do. Vague descriptions are not acceptable for minors.

• Supervision: The contract must identify who is responsible for supervising the minor. It does not need to be the same person at all times, but the responsibility must be clearly assigned.

A minor may sign the contract themselves. However, if a parent or guardian objects, the contract is invalid.

5. The Dimona STU declaration: mandatory before day one

Before the student starts working, you must file a Dimona declaration of type "STU" with the NSSO. This electronic declaration must include:

• The start date

• The end date

• The number of hours planned

The Dimona must be submitted no later than the moment the student begins work. A late declaration means you risk losing the benefit of reduced contributions and may owe standard social security contributions plus professional withholding tax.

If the placement is extended or the student works more hours than initially declared, you must update the Dimona accordingly to maintain the advantageous regime.

Also read: Student launches SnakLab, the video brand built for young audiences

The STU declaration also ensures that the hours worked are automatically deducted from the student's 650-hour annual quota.

6. Ending the contract

The first 3 effective working days automatically constitute a trial period. During this time, either party can end the contract without notice or compensation.

After the trial period, the following notice periods apply:

• Contracts up to 1 month: Employer gives 3 days' notice; student gives 1 day.

• Contracts longer than 1 month: Employer gives 7 days' notice; student gives 3 days.

When the contract reaches its end date, it expires automatically, no further action is required.

7. Common questions from employers

Can I sign multiple student contracts with the same student?

Yes, as long as the total duration does not exceed 12 consecutive months with the same employer.

What if a student has already used their 650 hours?

You can still hire the student. However, once the 650-hour quota is exceeded, standard social security contributions will apply instead of the reduced student rate.

What happens if the student is sick or absent?

Absence must be recorded. Students generally do not receive pay during illness, but the contract remains valid and unworked hours are not deducted from the 650-hour quota.

Can I sign an open-ended student contract?

Yes, but the 650-hour annual limit for social benefits still applies.

8. Find available students fast

On Student, you get access to a community of over 500,000 students and recent graduates in Belgium. The platform lets you post a job in minutes, target your region, and manage your applications through a simple and efficient employer dashboard.

Whether you're hiring for school holidays, weekend hospitality shifts, or an administrative or logistics role, you can quickly receive qualified applications.

Creating a company account is fast and saves you time in your recruitment process.

🎁 Your first 2 student job listings are FREE for any new company that signs up on Student.