Direct participation in welfare policy

11 February 2026

Well-being at work in small businesses: practical approach without a committee

The well-being law obliges every employer – including in small businesses without a Committee for Prevention and Protection at Work (CPPW) – to promote the well-being of their employees. Involving employees simply and directly in the well-being policy is the key to a workable and legally compliant approach.

Important to know: both employees and employers can take initiatives regarding well-being. Title 8 of Book II of the Codex on well-being at work also stipulates that both the employee and the employer must respond to a notification or proposal regarding well-being at work within a period of 15 days. This period ensures that signals are not ignored, and strengthens mutual trust.

In addition, the law stipulates that the contact details of the external service for prevention and protection at work, as well as those of the officials responsible for supervision, must be permanently available. This specifically concerns the name, address, telephone number, fax number (if applicable), and electronic address (email address). This information must be easily accessible to all employees.

Below are four practical methods tailored to the reality of small and medium-sized enterprises. They make well-being tangible and ensure that legal obligations are met in a feasible way.

Regular workplace conversations
An accessible way to discuss well-being is to hold regular informal conversations. For example, the business owner and/or prevention adviser can schedule a short chat with each team or with individual employees every quarter. During these conversations, active listening focuses on concerns about safety, workload, ergonomics, noise, temperature, and so on. The signals that emerge from these can then be incorporated into the annual action plan. Confidentiality and goal-orientation are crucial here.
Suggestion box or reporting point
A physical suggestion box in a discreet place, an accessible email address (such as welzijn@bedrijf.be), or a QR code to an online reporting point make it easy for employees to make suggestions or report risks. For example, they can add photos of defective equipment or dangerous situations. It is important that these reports do not disappear into a drawer: discuss them during team meetings and indicate what actions are being taken. The employer must provide a register where employees can submit their suggestions, comments, or advice.
Involve employees in changes
When new machines, software, or working methods are introduced, it is important to involve employees from the beginning. Ask some employees to test along or provide feedback on the new working method. This not only ensures smoother implementation but also a stronger sense of involvement. Employees often provide valuable insights from their practical experience.
Well-being on the team meeting agenda
Make well-being a permanent agenda item during the weekly or monthly team meeting. Ask explicit questions such as: “What is going well? What could be improved in terms of safety, workload, work comfort?” Ensure everyone has a say – if necessary, through small groups or anonymously first. Afterwards, everything can be discussed in plenary. In this way, the well-being policy grows organically from the workplace. Include the discussed points in the meeting minutes.

Finally: why this works

In small businesses without formal structures, direct involvement is often the only way to identify risks in time. Employees know their work best and can make valuable suggestions to improve well-being. Open communication, discretion, and respect for anonymity strengthen mutual trust. The legal obligation to respond to reports in a timely manner and the permanent availability of contact details for external prevention services and supervisory officials ensure that every signal is taken seriously. This way, the well-being policy is not only concrete and feasible, but also legally compliant.