Frequently asked questions
Yes, every employer in Belgium is obliged to appoint a prevention adviser, but the type and organisation depend on the size and sector of the company.
Yes, in Belgium, every employer must be affiliated with an External Service for Prevention and Protection at Work (ESPPW) or an internal prevention and protection service if the company itself has the required internal structure.
The purpose of an ESPPW is to assist the employer in fulfilling legal obligations regarding well-being at work, such as risk assessment, preventive measures, training, and medical examinations.
The task of an ESPPW (External Service for Prevention and Protection at Work) is to support the employer with the legal obligations regarding well-being at work. This includes, among others:
- Risk assessment and prevention plan – assisting with identifying risks and drawing up the Global Prevention Plan (GPP) and Annual Action Plan (AAP).
- Advice and guidance – advising on organisational, technical, and individual measures to prevent accidents and occupational diseases.
- Medical follow-up and health surveillance – organizing preventive medical examinations and driving fitness tests if necessary.
- Training and information – informing and training employees and employers about safety, health, and well-being.
- Investigations – in the event of (serious) accidents, near misses, or exposure risks, providing support for investigation and reporting.
Premed fulfills this by offering a complete package that includes both preventive and medical services. They provide the medical examinations, such as driving fitness certificates (RGA) and health surveillance, and support employers with risk analyses, prevention planning, training, and audits. In this way, Premed functions as an integrated partner that helps fulfill both practical and legal obligations.
The employer is responsible for both the Global Prevention Plan (GPP) and the Annual Action Plan (AAP).
The Global Prevention Plan describes the company's complete policy regarding well-being at work and contains the risk assessment and long-term strategic objectives.
The Annual Action Plan specifies which concrete measures and actions will be carried out within one year to achieve the objectives of the GPP. The employer must draw this up in consultation with the internal or external prevention adviser and employee representatives, but ultimately remains legally liable for the implementation.
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