A true revolution since 1996
When the Act on well-being was introduced in 1996, it marked a major change in the way labour is approached in Belgium. Health, safety and well-being were no longer seen as separate issues but became central parts of organisations.
This Act also represented the Belgian implementation of a European framework directive, laying the foundation for a more structured and preventive approach to well-being at work.
From rules to a culture of prevention
One of the biggest changes is the shift from a system based on detailed rules to a targeted and preventive approach. Whereas before the focus was mainly on strict rules (as in the former General Regulation for the Protection of Labour – RGPT), the Act on well-being highlights:
- the identification and analysis of risks;
- the implementation of preventive measures;
- the active promotion of workers' well-being.
Over time, this Act has become much more than just a legal text: it has become the basis of a true culture of prevention within organisations.
Well-being in the broad sense of the term
While the focus was previously mainly on safety and health, the Act on well-being introduced a much wider view of labour. Today, the idea of "well-being at work" includes:
- safety and health;
- ergonomics and labour hygiene;
- psychosocial aspects such as stress and harassment;
- the quality of the work environment.
This broad approach has helped well-being to no longer be seen as a secondary issue but as an essential part of organisations' policies.
Legislation in constant evolution
The world of labour is always changing, and so are the regulations about well-being at work.
The Act of 4 August 1996 on the well-being of workers sets the general framework. Over the years, its implementing orders, now mainly grouped in the Code on well-being at work, have been regularly updated to better respond to new realities such as:
- digitalisation;
- telework;
- economic and social developments.
The Code on well-being at work has also helped make the regulations clearer, more coherent and easier to understand for everyone involved, while allowing more flexible adaptation of the rules to changes in the world of labour.
More collaboration and professionalisation
Another important development is the professionalisation of well-being policy. Today, specialised actors such as prevention advisors and external services support organisations in putting their policy into practice.
Moreover, more attention is given to:
- collaboration between employers and workers;
- social dialogue;
- shared responsibility for well-being at work.
Looking to the future
Thirty years after it came into force, the Act on well-being is still very relevant. New challenges – such as technological developments, new forms of work and faster work pace – require continuous adaptation of the approach.
At the heart of this approach remains the core of the Act: to act preventively, control risks and strengthen well-being in all its aspects.
Building well-being at work together
After 30 years, the conclusion is clear: well-being at work is not a secondary matter but an essential condition for quality labour. The Act on well-being provides the framework, but it is the joint commitment of all actors – employers, workers and prevention professionals – that truly makes the difference.
Together, we continue to build a safe, healthy and sustainable working environment.
