Absenteeism at work in Belgium, why managers need to anticipate starting today

2026: the rules are changing

Mandatory active follow-up of employees on sick leave

Solidarity contribution: employers must pay 30% of the guaranteed salary for months 2 and 3

Stronger obligations regarding reintegration

=> Absenteeism is becoming more costly and requires more active management.

The reality: absenteeism is expensive

65% of employees are absent at least 1 day
13% are absent for more than a month
10% of working days lost due to illness
3% on long-term disability (+1 year)
+ 18% long-term absences compared to 2020

Average cost per employee per year = 14.840 €

Absenteeism is no longer negligible, it has become a strategic priority.

Causes of long-term absences

33 % psychosocial disorders (stress, burnout)

13% expect an absence within the next 6 months for this reason
a 44% increase in burnout-related incapacity over 5 years
28% report high professional stress

Impact :

Repeated or medium-term absences
Increased risk of long-term absence
Decline in performance before the leave

55% musculoskeletal disorders (MSDs)

80% of workers have already experienced them
52% lower back pain
56% neck/shoulder pain
36% lower limb pain

Impact :

Short and repeated absences
Pain-related presenteeism
Physical limitations in daily work

What employees expect

46% want to work in an organization that actively ensures wellbeing
55% of Generation Z prioritize workplace atmosphere over salary

Main expectations:

to be heard
a realistic workload
support for mental and physical health

Wellbeing has become a key lever for talent retention.

Effective prevention: where to start?

What doesn’t work

an introductory yoga class
a one-off workshop without follow-up
a themed week without reinforcement

Isolated actions create goodwill, but not lasting change.

What works

A structured wellbeing policy:

analysis of real needs
tailor-made program combining interventions addressing both stress and musculoskeletal disorders (MSDs):
- movement (yoga, Pilates)
- massages
- stress management training
- internal ambassadors
- continuous, multi-channel communication

impact measurement on absenteeism and engagement

Continuity = cultural change / Repetition = habit formation

Mindset shift in 2026

Wellbeing is no longer

an extra
a marketing tool
a one-off experience

It becomes

a tool for preventing absenteeism
a lever for cost control
support for managers
a source of talent retention
an increase in productivity

Companies that build structurally avoid escalation.

Prevention pays off

Cost of absenteeism: + €60,000 per year for 3 employees

Not including indirect costs:

- replacement
- team overload
- management time
- loss of productivity
Investment for less than 1/4 of this cost

A company can implement a comprehensive prevention program addressing both MSDs (musculoskeletal disorders) and stress.
Estimated ROI: €1 invested = €3 to €5 saved

According to the WHO, €1 invested in workplace health generates a return of €2 to €14.

“Workplace health does not produce quick and dirty results.

It is a long-term investment, with high returns

and a direct impact on employer attractiveness.”

Source: Barometer 2026 – Wellpass x YouGov

The choice is clear

Endure absenteeism when it happens, or act upstream by building a structured program that sustainably prevents it.

In 2026, competitive advantage will not come solely from the ability to recruit. It will come from the ability to preserve the energy, health, and engagement of your teams.

Organizations that invest today in prevention

reduce their risks tomorrow
strengthen their attractiveness
secure their long-term performance

Wellbeing is not an optional expense, it is risk management.