New Belgium laws increase staff welfare demands and costs for companies

The new laws create stricter formal procedures to enable workers to report cases of sexual and physical harassment and many other threats to their mental health. They also place obligations on companies to deal with the complaints within a limited timeframe and increase the number of medical conditions that can be deemed work-related. It is the first time, for example, that burnout has been officially recognised as a work-related illness in the country. "The bills have extended legislation beyond sexual and physical harassment and workplace conflicts," said Sabine Desantoine, a member of Belrim's board and the Insurable Risks Manager at ING Belgium. "It now includes all kinds of psychosocial risks."hideThe laws include anxiety, depression, burnout and post-traumatic stress among possible work-related conditions. Physical manifestations of the psychosocial risks covered include lack of sleep, hypertension, palpitations and gastrointestinal problems. The bills introduce tougher prevention obligations for firms and demand that companies have structures in place to enable workers to report any perceived risks. For example, companies need to select and provide training for staff members who will act as 'persons of trust' and points of contact for workers who believe themselves to be victims of harassment or other threats. "The new legal framework is extended and will have to be adapted to the needs of each company," Ms Desantoine said. "For some companies it will be more important to manage stress, and for others the management of conflict situations or burnout risks." According to Gaëtan Lefèvre, the president of Belrim, many Belgian companies already have mechanisms in place to prevent psychosocial risks. "The new measures will be an extension of what is already in place," he said. "Many large companies in particular already have developed prevention mechanisms." But the stricter demands are likely to create extra work for risk managers and costs for firms, Mr Lefèvre pointed out. Ms Desantoine said that costs will be incurred as companies adapt their current mechanism to the new demands. Then they will have to wait and see if there is a surge of complaints from employees that would generate extra burden and cost for firms. "In the current economic environment we can reasonably expect an increase of complaints and interventions related to psychosocial risks," she said. "Companies and sectors are different, but there are matters, such as the creation of prevention committees and the appointment of persons of trust, which constitute the minimum that must be put in place," Ms Desantoine added. "It is necessary to put on paper at least the minimum procedures required by law and to designate who are the people who must be contacted and who will be responsible for managing the situations covered by the law." Mr Lefèvre noted that the new laws bring Belgium in line with the latest European legislation. "It is a trend that we can find in all EU countries," he said. The Belrim board members said they know of no insurance products that could help companies to deal with the new risks in Belgium. But there are discussions in the market to deliver solutions for absenteeism caused by work-related psychosocial conditions, they added.

New Belgium laws increase staff welfare demands and costs for companies

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