All the answers to the most frequently asked questions, whether you are a candidate or a company.
Temporary work is a three-way relationship: you (the worker), the temporary employment agency (such as Jobalto), which is your legal employer, and the user company where you’ll be working.
You sign a contract with the agency, and the agency makes your services available to a client company. This is regulated by the Act of 24 July 1987.
Jobalto specialises in:
See all our jobs. Our teams are based in Charleroi, Brussels/Walloon Brabant, Liège, Namur and Tournai/Picardy Wallonia.
Yes. The Act of 24 July 1987 establishes the principle of «equal pay for equal work». As a temporary worker, you are entitled to:
Your salary is determined on the basis of the pay scales of the joint committee of the user company. It comprises:
Yes. The temp agency will cover your travel expenses:
If you have worked enough hours as a temporary worker during the year, you are entitled to a end-of-year bonus paid by the Social Fund for Temporary Workers (FSI).
The calculation is based on the hours worked and the average pay received during the reference period.
If you fall ill during your contract, the agency pays you a guaranteed salary for the first few days. After that, the private health insurance takes over.
If your incapacity continues beyond the term of the contract, you move straight on to health insurance benefits, with no additional waiting days.
Yes. You are paid for the 10 Belgian public holidays, even if you do not work that day, provided the holiday falls within your contract period.
If the public holiday falls on a day that is normally a day off (e.g. a Sunday), a alternative day is granted.
Yes, provided you meet the ONEM’s requirements regarding the number of working days. As you are covered by social security like any other employee, you are entitled to unemployment benefits between your temporary assignments.
Absolutely. There is even a specific legal basis for this: the integration scheme. It allows the company to assess you before offering you a permanent position.
Yes! The Travi Fund (Training Fund for Temporary Workers) offers short, free training courses in a wide range of fields: logistics, transport, industry, languages, hospitality, safety…
The training courses are open to prospective agency workers (not currently under contract) and agency workers currently on assignment.
As a temporary worker, you are entitled to the same rights and benefits as permanent staff. Here is a complete overview of your benefits:
In summary : You have the same rights as a permanent employee, plus the flexibility of temporary work!
When you register with Jobalto, you will receive a registration email from InterimSign inviting you to activate your Adminbox account
Video tutorials:
Who takes care of the paperwork? It’s your temporary employment agency (your official employer) is responsible for completing all the administrative procedures with the ONEM regarding temporary unemployment, not the client company where you work. However, it is the ONEM that sets the eligibility criteria.
Important: Your cooperation is essential to enable us to assess your situation promptly and verify your eligibility. Without your cooperation, you risk losing your entitlement to unemployment benefits
In what circumstances might you be placed on temporary lay-off?
Further resources here → Practical examples
Administrative formalities to be completed by the employee:
If no new assignment is available: C4 temporary work form (sent by Jobalto)
As a temporary worker, you may be eligible for unemployment benefits.
Here is what you need to know about your obligations and the steps you need to take.
⚠️ IMPORTANT: Please notify us immediately You must inform us in writing as soon as you become temporarily unemployed → We need to notify the Onem to ensure you receive your reimbursements.
Days lost due to bad weather are paid for by the Onem at the start of the following month on days when the weather is bad.
To view details of the bad weather unemployment benefit, please visit this explanatory page.
→ This demo shows you how to do it!
As an employee As a temp with JobAlto, you don’t have to wait until May or June like the blue-collar workers : your holiday pay is included in every weekly pay cheque!
Payment system for temporary staff:
Temporary agency workers receive their holiday pay from the agency with each pay packet, unlike permanent workers, who receive it once a year from the ONVA.
How it works in practice: Weekly payment alongside your salary
Jobalto pays you every week your holiday pay single and double in addition to your weekly pay, based on the work you have carried out during the week.
You can check the breakdown on your payslip, which you receive every week in AdminBox!
Important point: Your holiday pay is therefore not paid when you take your paid leave, but in advance, don’t forget to set it aside so you can make the most of your holiday. .
Resources:
In Belgium, after a period of temporary work, you must re-register as a jobseeker with the relevant regional employment service (Actiris, Forem, VDAB or ADG) within 8 days of the end of your contract, if you are once again unemployed. Source: Onem
Re-registration following a period of temporary work:
Please also make sure you submit your correctly completed control card (C3A) to your paying agency by the end of the month.
Source: Requirements for those temporarily unemployed
Here are the requirements:
(If you are aged 36 or over, check the rules on the website of the’ONEM.)
Not sure if you’ve worked enough days? You can check this on www.mycareer.be. If you can’t do it, don’t worry, as the payment provider will check this too.
As a temporary worker, you are entitled to the same overtime pay and time off in lieu as permanent staff Temporary work | FPS Employment – Labour and Social Dialogue :
Overtime hours: In the temporary work sector, this limit is 360 hours tax relief (compared to 180 hours in other sectors)
Type of hours | Gross salary | ONSS (13,07%) | Pay-as-you-earn | Take-home pay |
Normal opening hours | 150€ | -19,60€ | -23,47€ | approx. €107 |
Overtime +50% | 225€ | -29,41€ | -49,5€ | approx. €146 |
Reminder times | 150€ | 0€ | 0€ | 150€ |
Overtime pays better than normal hours AND avoids all the hassle!
Prioritise reminder times to maximise your net revenue. This is the biggest advantage on the Belgian market!
Resources:
Pay-as-you-earn is an advance payment of income tax that every employee is required to pay, and which is deducted from your salary by Jobalto.
With each pay packet, a percentage of your gross taxable salary (gross salary minus social security contributions) is deducted by your employer.
For temporary workers, the payroll tax is set at
As temporary employment agencies find it very difficult to assess the earnings of a temporary worker (who may be working for different employers or sent out by different agencies), a flat-rate system simplifies administration.
As the final tax takes progressive rates into account, temporary workers often end up owing a considerable amount of tax if they opt for the minimum rate.
If you choose to have only the minimum amount deducted from your pay, you’ll have a higher take-home pay, but you might be in for a nasty surprise when you file your tax return.
Pay-as-you-earn and tax are closely linked to your personal tax situation. Your salary plays a key role in this
Factors to consider:
Starter profile / modest income (< €25,000/year) :
Average income bracket (€25,000–€35,000 per year) :
High-income profile (> €35,000 per year) :
Special circumstances :
Conservative option (recommended) :
Aggressive (risky) option :
Balanced option :
For most of our temporary staff, 18% + dynamic scales offers the best balance between:
Please don’t hesitate to contact us to discuss the rate that best suits your situation!
Our consultants provide support in the construction, logistics and manufacturing sectors.
The law provides that 5 permitted designs :
It is strictly prohibited to use temporary staff:
It depends on the reason for the replacement:
The integration scheme lets you try out candidates before offering them a permanent contract. The rule 3-6-9 applies to:
No prior agreement from the union delegation is needed: only information and consultation.
As the user company, you are responsible for:
Absolutely. Any request made to Jobalto must be free from discrimination. It is prohibited to request profiles that exclude people on the basis of:
If we receive a discriminatory request, our consultant must report it immediately and contact you to find a compliant wording.
Yes, in accordance with the regulations on work permits:
Jobalto is responsible for verifying the validity of residence permits and managing administrative obligations.
The agency charges you a total hourly rate which comprises:
The civil liability The temporary worker’s liability for damage caused to third parties is covered under the same conditions as for permanent staff. In the event of minor offence, he is not generally held personally liable.
As the user company, you have the same safety obligations as towards your own employees: you are responsible for workplace safety.
The consecutive daily contracts are permitted but subject to certain conditions. They require:
In the event of non-compliance, a accountability levy may be applied.
Our consultants quickly find the right profile, in construction, logistics or manufacturing.
