Hiring a student in our catering business: Here’s how to do it

If you’ve ever considered hiring a student for your hospitality business, this article is for you. We clearly explain everything you need to know: from hour quotas and wages to night work and the infamous Dimona declaration.

No legal jargon, just practical explanations you can use right away.

What is a student employee according to the law?

A student employee is a pupil or student enrolled in full-time education (secondary, higher, or university level) who performs temporary work for an employer under a student contract. This student contract differs from a regular employment contract in terms of social contributions, taxation, and allowed working hours.

To qualify as a student worker, they must:

• Be enrolled in a recognized full-time educational program

• Not be working as part of a mandatory internship

• Sign a written student employment contract

How much can a student work?

Since 2023, a yearly hour quota applies: students may work up to 600 hours per calendar year at reduced social security contributions. Previously this was calculated in days, but now it’s fully based on hours worked.

Both student and employer must monitor the worked hours. This can be easily checked via 🔗 [email protected]. Once the 600-hour quota is exceeded, regular social security contributions apply.

🔗 Read more at Securex

How many hours can a student work per day and per week?

There is a difference between students aged 18+ and those under 18.

For students aged 18 or older:

• Max. 11 hours per day

• Max. 50 hours per week

• Overtime is allowed if properly compensated (pay or time off)

For students younger than 18:

• Max. 8 hours per day

• Max. 38 hours per week

• Night work is prohibited

• Work may not endanger school performance

What does “May not endanger school performance” mean?

This commonly refers to:

• Work may not take place during school hours

• Work may not be too exhausting or burdensome

• Work may not lead to structural sleep deprivation (e.g., evening or weekend shifts combined with school days)

In practice:

• A minor may not work on a school day (except in rare cases like internships or apprenticeships).

• During school holidays, work is allowed, but a minor should not work night shifts followed by school the next day.

• Employers must consider the student’s age, physical workload, and school rhythm.

For students aged 18 and older, this rule does not formally apply, but common sense remains important.

For minors, stricter labour rules apply, and obtaining explicit parental permission is highly recommended.

Are students allowed to work on sundays or at night?

In the hospitality sector, student work on Sundays or evenings is generally allowed, provided certain rules are respected.

For students 18+:

• Night work is allowed under conditions and must be reported via Dimona

• Sunday work is allowed if included in the internal work regulations

For students under 18:

• Night work (between 20:00 and 06:00) is prohibited

• Sunday work is generally prohibited

However, certain exceptions apply.

When can minors work on sundays?

1. Exceptions via Royal Decree

For sectors like hospitality, cultural/sporting events, bakeries, festivals, etc.

But: you must request prior approval from the Federal Public Service Employment (FOD WASO).

2. Temporary or Occasional Work

For example: fairs, events, or festivals, again only if properly motivated and approved.

3. School Holidays

The general ban still applies unless one of the official exceptions above is valid.

So: Sunday work for minors is prohibited unless you can legally justify an exception and obtain approval.

For night work, extra attention must be given to safety, transportation, and rest times.

🔗 Read more at Liantis

What should you pay a student?

Students are entitled to the same minimum wage as regular employees in the same role, based on Joint Committee 302 (hospitality). You may not pay a student less simply because they are a student.

Most students in catering are paid hourly. The wage must be correctly converted from the monthly barème minimums.

Student wages depend on age:

• 15 years: 70% of the minimum wage

• 16 years: 80%

• 17 years: 90%

• 18 years: 90%

• 19 years: 90%

• 20 years: 90%

• 21+ years: 100% of the minimum wage

Once a student turns 21, they receive the full wage like any regular worker.

Other compensation:

• Students are generally entitled to reimbursement for commuting costs.

• If you require specific work clothing (apron, uniform, black service attire), you may owe a clothing allowance if the student must purchase, wash, or maintain the clothing:€2.08 per worked day if the student buys the clothingadditional €2.08 per day if they also wash/maintain it

No allowance is owed if you provide and maintain the clothing yourself.

Students do not automatically receive holiday pay or a year-end bonus unless they work for a longer uninterrupted period.

Taxes and social contributions

Students pay reduced social contributions (2.71%) as long as they stay within the 600-hour limit.

If their income stays below the tax-free threshold (about €14,514 in 2024), they owe no income tax.

Employers also benefit: within the 600-hour limit, they do not pay regular employer social security contributions (approx. 30%).

Employer obligations

The employer must:

• Sign a written student contract

• Submit a Dimona declaration for each working day or shift

• Provide workplace accident insurance

• Make the work regulations available

• Pay the correct barème wage

Short contracts usually do not require a notice period upon termination.

What is the Dimona Declaration and how do you complete it?

When hiring a student, you must make a Dimona declaration before they start work. This applies to all employees. Dimona = Immediate Declaration to the Social Security Office (RSZ).

Why Dimona Is required

It ensures:

• The government knows who works, when, and under what status

• Proper social protection

• Accurate tracking of the 600-hour quota

Without Dimona, you risk fines, even if the contract and payment are correct.

When must you submit a Dimona?

Before the first shift starts. 

If you work with daily or weekly contracts, you must submit a new declaration for each period.

How to submit a Dimona Declaration

1. Visit 🔗 www.socialsecurity.be

2. Go to “Dimona” under “Employers”

3. Log in (eID, Itsme, or through your social secretariat)

4. Select employee type: STU (student)

5. Enter:National registry numberStart and end dateContract typeExpected hours (optional)

6. Submit and save the confirmation

Your social secretariat (SD Worx, Liantis, Acerta…) can also do this for you. Tools like 🔗 Strobbo can automate Dimona based on your planning.

Corrections and changes

• Incorrect data → submit a Dimona Update

• Student doesn’t work → Dimona Delete

• Extra working day → new declaration or update

Dimona and the 600-Hour Rule

Once a Dimona is sent, the hours are automatically tracked on 🔗 studentatwork.be, so both student and employer know how many discounted hours remain.

Risks of non-compliance

Social inspection frequently checks catering businesses. Issues can lead to:

• Fines

• Retroactive social contributions

• Penalties for minors working outside legal limits

• Problems with insurance

• Misuse of the student quota

When is hiring students useful?

Students are especially available during:

• Summer holidays

• Christmas and Easter holidays

• Weekends

Ideal for:

• Summer terraces

• Holiday busy periods

• Weekend rush

• Events and festivals

But students can be hired year-round, no restrictions on that.

Digital tools and platforms

• Student@Work: track available hours

• Dimona: mandatory declarations

• Strobbo: planning and student recruitment

• NOWJOBS: fast student hiring

• Social secretariats: contracts, payroll support

Summary checklist for catering owners

• Student is enrolled in full-time education

• Written student contract

• Dimona declaration for every workday

• Respect age-specific rules and hour limits

• Student stays within 600 reduced-contribution hours

• Paid at least the sector minimum wage

• Workplace accident insurance is in place

Students are a valuable and flexible resource in hospitality, but it’s crucial to meet all administrative and legal requirements. The rules are clear but sometimes complex. With proper preparation and the right systems, hiring students can be stress-free and can offer young people a meaningful learning experience.