What does this right entail?
An employee who is still working but feels that their health is under pressure (e.g., incipient back problems, stress, physical overload) can formally request measures to be taken.
The goal is simple: adapt the workstation or work before the employee actually gets sick and drops out.
For whom and when?
- Who: Every employee who is still actively at work.
- When: In case of "imminent incapacity for work".
The procedure in 3 steps
- The Request: The employee approaches the employer (or manager) and asks to check whether adjustments are possible to the workstation or job description.
- The Investigation: The employer reviews the request. They can be assisted by Premed. Depending on the complaint, the occupational physician, ergonomist or psychosocial prevention adviser can provide advice.
- The Answer: The employer informs the employee as soon as possible about the action they will take regarding the request. Is an adjustment possible? Why or why not?
Role of Premed and the occupational physician
Although this starts as a dialogue between employee and employer, Premed's expertise is often crucial to arriving at the right solution:
- Advice: The occupational physician substantiates what limitations there are (without sharing a diagnosis).
- Ergonomics: Our ergonomists can analyse the workplace and propose concrete adjustments (e.g., lifting aid, different chair).
- Psychosocial: In case of stress complaints, a psychosocial prevention adviser can provide support.
Our advice for employers
- Encourage this. Don't wait. Create a culture where employees dare to say: "My back hurts, can we do something?". A small adjustment now costs much less than 6 months of sick leave later.
- Document. Keep track of which questions arise and which solutions you offer. This can later be useful in your annual report or global prevention plan.
- Use your Inventory. If you already have an "Inventory of Adapted Work" (see Collective Policy), you can use it immediately to offer temporarily lighter work.