Belgium is witnessing a sharp rise in employees taking on second jobs, placing the country among Europe’s leaders for dual employment as workers seek additional income and greater flexibility.
According to the latest figures released by Eurostat, 6.1 percent of Belgian employees now combine two jobs. The figure ranks Belgium fifth in Europe, behind Estonia, Finland, the Netherlands and Denmark.
The numbers mark a steady upward trend over recent years and suggest that holding more than one job is becoming increasingly normal in the Belgian labour market rather than an exception.
Experts say the motivations behind this shift vary widely. Some workers are looking to supplement their salaries as living costs rise, while others want to explore different skills or diversify their professional experience.
“There are various reasons why people choose a second job,” said Tom Dirix, labour market expert at Acerta, a Belgian human resources firm that analysed the data.
“For example, they may want more financial freedom, or they want to develop other talents that they do not use in their main job,” Dirix explained. “Some also alternate physically demanding work with something more sedentary.”
One of the most striking developments is the growing participation of women. For the first time, the proportion of women with a second job matches that of men, both standing at 6.1 percent.
Over the past decade, the number of female employees combining two jobs has jumped by roughly 56.4 percent. Among men, the increase has also been significant, though slightly lower at 38.6 percent.
Analysts say this closing gender gap reflects broader social and workplace changes, including greater economic independence among women and more flexible employment opportunities.
However, the types of secondary work chosen often differ between men and women. Women tend to take on additional paid employment, such as shifts in retail, healthcare or hospitality.
Men, by contrast, are more likely to pursue self-employment alongside their primary jobs. Many register as freelancers or small business owners, using evenings or weekends to run side ventures.
Dirix attributes this partly to Belgium’s popular flexi-job system. The scheme allows retirees and people working at least four-fifths time to earn additional income in another sector under favourable tax conditions.
The system has proved especially attractive in industries facing labour shortages, including restaurants, events, logistics and tourism. Employers can bring in temporary staff quickly, while workers gain extra pay without heavy taxation.
The federal government plans to expand flexi-jobs to all sectors from July 1, a move expected to further accelerate the trend. Policymakers argue the expansion will help companies manage staffing gaps and support employees seeking supplemental income.
A recent survey by Acerta of more than 2,000 employees and 500 employers suggests broad support for the change. Nearly one in five employees, or 19.1 percent, said they would like to take up a flexi-job next year.
Employers appear equally receptive. Around 24.4 percent of companies with more than 10 staff already use the system, while another 9.2 percent plan to introduce it for the first time.
For businesses, the arrangement offers flexibility during busy periods and reduces long-term hiring commitments. For workers, it provides a relatively simple way to boost earnings or try something new.
Still, experts caution that juggling two roles can carry risks. Longer working hours may lead to fatigue, stress and difficulty maintaining a healthy work-life balance.
“Having two jobs is an example of how flexibility can work,” Dirix said. “At the same time, employees must continue to monitor their own balance and motivation.”
He warned that the administrative and practical complexity of managing multiple employers can also become burdensome. Questions around sustainability, well-being and long-term career planning must be carefully considered.
As Belgium moves toward broader flexi-job reforms, the country’s workforce appears ready to embrace change. Yet the challenge remains ensuring that flexibility strengthens, rather than strains, employees’ lives.
