Nine in ten companies have no structural policy to prevent long-term illness or help employees reintegrate after an extended period off work, despite this being required by Belgian law for almost two years.
The number of people in Belgium on long-term sickness leave has reached record highs: more than half a million employees have been off sick from work for more than a year. Returning to the office after such an extended period is a daunting process. This is why the Federal Government has obliged companies to implement a collective reintegration policy since the end of 2022. The focus is two-fold: it should prevent long-term illness, and help employees to reintegrate after being off for more than a year.
However, establishing such a strategy is proving difficult. Almost two years after the ruling came into force, most companies (93%) still do not have a reintegration policy in place, reported work well-being specialist Mensura.
"It is alarming that only 7% of organisations have done their homework," said work absenteeism expert at Mensura, Christel Schabon. "Now that we have passed the half-million mark for long-term sick people, we as a society can no longer afford that." The labour inspectorate has already denounced companies for this.
Lack of knowledge, not of will
Many companies do implement numerous separate initiatives, but "the coherence between the well-meaning actions is lacking." For most employers, lack of knowledge is the main barrier: Mensura found that one in five companies does not know how to develop such a policy.
"The regulations appear too complex and companies have too little knowledge," said Schabon. In Belgium's larger companies, half of returning employees are offered an adapted range of tasks, while in smaller companies, only a quarter of returning staff members said this option was on the table.
Meanwhile, four in ten companies find it difficult to make work pressure and stress negotiable. "We are therefore not surprised that the majority of companies have not yet established a solid reintegration policy."
Experts noted that a collective reintegration policy should not only focus on reintegration itself but also preventive measures and a clear-cut approach to absenteeism, including better communication regarding the handling of tasks.
Mensura stressed this is also key in the war on talent: "If companies want to attract younger employees, they had better pay the necessary attention to prevention and absenteeism, as younger generations find well-being at work very important."
