Payroll for events and hospitality: paying flexible staff

A festival this coming weekend, a busy terrace in summer, a catering job for 500 guests. In hospitality and the events industry, flexible staff are not a luxury but a necessity. But how do you pay all those people correctly? And what options do you have as an employer?

In this article, we explain how payroll works for events and hospitality, which rules apply under JC 302, and when you are better off choosing flexi-jobs, students or permanent staff.

The challenge: peaks and troughs

The hospitality and events industry sees extreme swings. Busy weekends, quiet Mondays. Summer peaks, winter dips. A major event that has to be set up in just two days.

As an employer, you need staff you can bring in quickly and let go just as quickly. But every worker comes with administration: a contract, Dimona (immediate employment declaration), payroll calculation, NSSO.

That is where payroll makes the difference.

What is payroll for events?

With payroll for events, you outsource the role of employer. You select the staff (or hire them in for a specific event), the payroll company takes them on and handles all the administration.

In concrete terms:

• You decide who works and when
• The payroll company draws up the contracts
• They file the Dimona declaration
• They calculate and pay the wages
• You receive an invoice

This works particularly well for events where you need dozens of people for just a few days. Drawing up contracts yourself for 30 workers who put in three days? That takes hours. Through payroll, it is a single phone call.

JC 302: the rules in hospitality

Most hospitality activities fall under Joint Committee (JC) 302. This determines:

Minimum wages per job category

JC 302 has 9 job categories, from dishwasher to restaurant manager. Wages are indexed every year on 1 January. For 2025, an increase of 3.57% applied.

In our experience with thousands of temporary workers, we see that many employers struggle to assign the right category. You can read more about Joint Committees in our separate article. A versatile worker who both washes dishes and waits tables? They fall under the highest category in which they work.

Night premium

Working between midnight and 5 a.m.? A night premium of €1.59 per hour applies (2025 amount, indexed every year).

Flexibility allowances

Workers who take on several roles across different categories may be entitled to a flexibility allowance. The exact arrangement depends on your business.

End-of-year bonus and holiday pay

Temporary workers build up rights too. The payroll company calculates this pro rata and includes it in the factor.

Please note: the specific rules may differ. Catering sometimes falls under JC 302, sometimes under other committees depending on the main activity. Always check this.

Flexi-jobs in hospitality: an alternative

Alongside payroll, the flexi-job is a popular option in hospitality. With this arrangement:

• The person already works at least 4/5 for another employer
• You pay a flexi-wage (at least €12.29 gross per hour in 2026)
• There are no NSSO contributions (only a special contribution of 28%)
• The administration is relatively simple

The downside? Not everyone qualifies. Students, unemployed people and self-employed workers cannot do a flexi-job. And you need a framework agreement in place before you can sign on-call contracts.

For events with many different people, payroll is often more practical. You do not have to check whether everyone meets the 4/5 rule.

Students in events and hospitality

Students are popular in the events industry. Take a look as well at our article on employer obligations for student work. The advantages:

• Lower costs thanks to reduced NSSO (solidarity contribution of 8.14%)
• A maximum of 650 hours per year at this favourable rate
• Available during holidays, exactly when events peak

Through payroll, student contracts are handled correctly too. The payroll company checks the quota via Student@Work and makes sure you do not go over the 650 hours.

At Recruit, we track the hours quota automatically, so you are never caught out. For your students as much as for yourself.

When to choose payroll for events?

Payroll is the best choice when:

You use a lot of different people

A festival with 50 volunteers and paid staff? Administering it yourself is a nightmare. Payroll keeps it manageable.

You need to move fast

An unexpected job next week? Through payroll, you have contracts ready within 24 hours. Read how to register temporary workers quickly.

You have no HR expertise

JC 302 is complex. Night premiums, flexibility allowances, holiday arrangements. A payroll partner knows the rules.

You want to limit risk

Someone gets injured during set-up? The occupational accident insurance runs through the payroll company.

The cost for events and hospitality

Payroll in the events industry works with a factor, usually between 1.75 and 2.1. The exact factor depends on:

• The type of work (higher risk = higher factor)
• The length of the assignments (shorter = higher administration cost per hour)
• The volume (more hours = lower factor possible)

Catering worked example:

A worker earns €14 gross per hour. With a factor of 1.85, you pay:

€14 × 1.85 = €25.90 per hour (indicative)

Compare this with the total cost of paying staff yourself (a factor of around 1.55 to 1.65) and weigh up how much time you save.

Want to know more about the cost comparison? Read our article on the pros and cons of payroll.

In practice: how does it work?

Step 1: Contact a payroll partner

You discuss the event, the number of workers and the expected hours.

Step 2: Supply the candidates

You pass on the details of the people you want to bring in. Or you ask the payroll company to help with recruitment.

Step 3: Contracts and Dimona

The payroll company draws up the contracts and files the Dimona declaration. This has to be done before the work starts.

Step 4: The event

You direct, the staff work. You keep track of the hours.

Step 5: Reporting hours and invoicing

Afterwards, you report the hours worked. The payroll company calculates the wages, pays the workers and sends you an invoice.

Common mistakes

Starting too late

Dimona has to be filed before the work starts. Begin the administration on time, especially for large events.

Wrong job classification

A barman in category III when he should really be in IV? That can lead to wage claims later on.

Not allowing for night work

Events often run over. Do not forget the night premium in your budgeting.

Students over the quota

If a student works more than 650 hours, all hours fall back to the normal NSSO rate. Keep track of this.

In short

Payroll for events and hospitality makes flexible staff manageable. You save hours of administration, limit risk and make sure everyone is paid correctly under JC 302. The cost is higher than paying staff yourself, but for most events the time saved more than makes up for it.

Is your next event already planned? Sort out the staff administration now, so you can later focus on what really counts: a successful event.

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How Recruit helps you

Bring in temporary staff for your event without administrative headaches? That is exactly what we built Recruit for.

With Recruit:

• Contracts in under 60 seconds: Create trial and temporary agency contracts without the hassle
• Automatic payroll calculation: Correct pay in line with current legislation and JC 302
• Dimona and social documents: We handle all the declarations, you focus on your event
• 24/7 personal support: Always a dedicated contact who knows your situation
• No fixed monthly costs: Pay only for what you use

Try Recruit or get in touch with our HR experts for tailored advice.

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Frequently asked questions

Which wages apply to hospitality staff?

JC 302 sets the minimum wages per job category. These are indexed every year on 1 January. A versatile worker falls under the highest category in which they work.

Can I use flexi-jobbers for my event?

Yes, provided they meet the 4/5 rule (already working at least 4/5 for another employer). Not everyone qualifies. For large events with many different people, payroll is often more practical.

How much does payroll for events cost?

Reckon on a factor of 1.75 to 2.1 times the gross wage, depending on the type of work and the volume. This includes all social contributions, administration and risk cover.

Do I have to file Dimona myself for event staff?

If you work through payroll, the payroll company files the Dimona. If you bring in staff yourself, you have to file the declaration before the work starts.

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The information in this article is purely informative and does not replace professional legal or accounting advice. Employment legislation changes regularly. Always consult the current legislation or contact an HR expert for advice tailored to your situation.