The planned extension of the flexi-job scheme to virtually all sectors has moved another step forward. This week, the draft legislation was discussed in second reading in the relevant parliamentary committee. If the legislative process continues according to schedule, the new rules are expected to enter into force on 1 July 2026.
The federal government intends to make flexi-jobs available across all sectors, both private and public. However, sectors retain the possibility to introduce restrictions or opt out of the system through sectoral social dialogue.
Different sectors, different approaches
Various responses indicate that not every sector is equally enthusiastic about the expansion. Several industrial sectors, including steel, have decided to largely close the door to flexi-jobs. Concerns about safety, the nature of the work and the availability of existing mechanisms to manage peak workloads are frequently cited as reasons.
Other sectors have taken a more pragmatic approach. In construction, for example, flexi-jobs will be allowed on worksites for retired construction workers, with the aim of facilitating knowledge transfer and retaining valuable expertise within the sector.
Metal trade chooses trust and flexibility
Within the metal trade sector, the social partners have chosen a different path. During sectoral negotiations, it was agreed that no additional restrictions would be imposed on the use of flexi-jobs. As a result, companies in the sector will be free to decide whether and how they wish to make use of the system.
For many metal trading companies, the greatest benefit is not necessarily the ability to manage temporary workload peaks, but rather the opportunity to keep experienced employees active for longer after retirement or during the transition towards retirement.
Like many (often technical) industries, the metal trade sector faces a growing outflow of experienced workers. Their knowledge of materials and expertise are often difficult to replace. Flexi-jobs can help companies retain this valuable know-how while supporting the training and development of younger employees.
Preserving knowledge and experience
For Belmetal and its members, the expansion of flexi-jobs is therefore an important tool to address the challenges created by an ageing workforce. Retired employees can continue contributing in a flexible way, without the need for complex employment arrangements.
This fits within a broader challenge facing the sector: attracting and retaining qualified talent. In a labour market characterised by shortages of technical profiles, every opportunity to preserve experience and expertise within companies can provide significant added value.
Final parliamentary steps
The draft legislation is currently in the final phase of the parliamentary process. Following the committee discussions, it still needs to be debated and voted on in the plenary session of the Chamber of Representatives. Provided no significant delays occur, the planned entry into force on 1 July 2026 remains realistic.