{"id":9587,"date":"2026-11-10T12:03:22","date_gmt":"2026-11-10T11:03:22","guid":{"rendered":"https:\/\/balencio.com\/?p=9587"},"modified":"2026-11-10T16:11:59","modified_gmt":"2026-11-10T15:11:59","slug":"global-five-year-prevention-plan","status":"publish","type":"post","link":"https:\/\/balencio.com\/en\/global-five-year-prevention-plan\/","title":{"rendered":"Global five-year prevention plan: a complete guide to preventing psychosocial risks"},"content":{"rendered":"\n<div class=\"wp-block-grimlock-wrapper alignfull wp-block-grimlock-wrapper--inner-narrower\" style=\"--grimlock-wrapper-background-color:#F8F9FA;--grimlock-wrapper-margin-bottom:0rem;--grimlock-wrapper-padding-top:2rem;--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\"><div style=\"font-style:normal;font-weight:500;text-transform:uppercase\" class=\"taxonomy-category wp-block-post-terms has-text-color has-black-color has-text-bigger-font-size has-text-align-center\"><a href=\"https:\/\/balencio.com\/en\/resources\/articles\/\" rel=\"tag\">Articles<\/a><\/div>\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h1 class=\"wp-block-post-title has-text-align-center\">Global five-year prevention plan: a complete guide to preventing psychosocial risks<\/h1>\n\n\t\t\t<div  class=\" wp-block-grimlock-divider alignfull grimlock-divider grimlock-divider--flip-shape-horizontally grimlock-divider--align-icon-center-center\" style=\"--grimlock-divider-shape-color:#F8F9FA;--grimlock-divider-icon-color:#000000;--grimlock-divider-background-color:#fefefe;--grimlock-divider-icon-size:20px;--grimlock-divider-height:100px;--grimlock-divider-margin-top:0px;--grimlock-divider-margin-bottom:0px;z-index:0;\"  >\n\t\t\t\t\n\t\t\t<div class=\"grimlock-divider__icon\">\n\n\t\t\t\t<svg width=\"40\" height=\"40\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 40 40\"><\/svg>\n\n\t\t\t<\/div>\n\n\t\t\t\t\t\t\n\t\t\t<div class=\"grimlock-divider__shape\">\n\t\t\t\t<svg viewBox=\"0 0 1600 200\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" preserveAspectRatio=\"none\" class=\"grimlock-divider-svg grimlock-divider-svg--curve\" aria-hidden=\"true\"><path d=\"M1610 177.3C1423 122.9 1133.3 88 808 88c-334.7 0-631.8 37-818 94.1v28h1620v-32.8z\"><\/path><\/svg>\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t<\/div><\/div>\n\n<div class=\"wp-block-grimlock-wrapper alignfull  wp-block-grimlock-wrapper--inner-narrow\" style=\"--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000;--grimlock-wrapper-overflow:visible\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<div class=\"wp-block-group has-balencio-grey-600-color has-text-color has-text-smaller-font-size is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-09ae6f55 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Posted on<\/p>\n<\/div><\/div>\n\n\n<div class=\"has-text-align-left wp-block-post-date\"><time datetime=\"2026-11-10T12:03:22+01:00\">10 November 2026<\/time><\/div><\/div>\n\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer wp-embed-aspect-16-9 wp-has-aspect-ratio\"><\/div>\n\n\n\n<p class=\"has-text-align-center wp-embed-aspect-16-9 wp-has-aspect-ratio has-balencio-blue-500-color has-text-color wp-block-paragraph\" style=\"font-style:normal;font-weight:500\"><span class=\"span-reading-time rt-reading-time\"><span class=\"rt-label rt-prefix\"><\/span> <span class=\"rt-time\"> 14<\/span> <span class=\"rt-label rt-postfix\"><\/span><\/span> minutes reading time<\/p>\n\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer wp-embed-aspect-16-9 wp-has-aspect-ratio\"><\/div>\n\n\n<figure class=\"wp-embed-aspect-16-9 wp-has-aspect-ratio wp-block-post-featured-image\"><img decoding=\"async\" width=\"2560\" height=\"1600\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-scaled.png\" class=\"attachment-full size-full wp-post-image\" alt=\"Plan d\u2019action global et quinquennal : obligations l\u00e9gales\" style=\"height:auto;width:100%;object-fit:cover;\" srcset=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-scaled.png 2560w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-300x188.png 300w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-1024x640.png 1024w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-768x480.png 768w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-1536x960.png 1536w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-2048x1280.png 2048w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/Plan-daction-global-1850x1156.png 1850w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile wp-embed-aspect-16-9 wp-has-aspect-ratio is-layout-flex wp-container-core-columns-is-layout-8f761849 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:75%\">\n<p class=\"wp-block-paragraph\"><strong>Key takeaways:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>In Belgium, every employer draws up a global prevention plan covering five years (Article I.2-8 of the Code of Well-being at Work) and an annual action plan (Article I.2-9), in consultation with the hierarchical line and the prevention services.<\/li>\n\n\n\n<li>The global plan includes, among other things, the results of the risk analysis, the prevention measures, the priority objectives, the organisational, material and financial resources, how the plan will be adapted and the evaluation criteria.<\/li>\n\n\n\n<li>Psychosocial risks are part of the general risk analysis. The resulting prevention measures are built into the global plan and the annual plan, and evaluated at least once a year.<\/li>\n\n\n\n<li>The CPPW (Committee for Prevention and Protection at Work, from 50 workers) gives its opinion on the global plan and the annual plan. The draft annual plan must be submitted to it no later than the first day of the second month before the financial year, i.e. 1 November for a calendar-year cycle.<\/li>\n\n\n\n<li>Since 1 February 2026, fines under the Social Penal Code have been multiplied by 10: a level 3 offence carries a criminal fine of \u20ac2,000 to \u20ac20,000, or an administrative fine of \u20ac1,000 to \u20ac10,000.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Structure your psychosocial risk analysis, prioritise your actions and track your indicators in one place: discover the Balencio solution.<br\/><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-fe48e5de wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/balencio.com\/en\/pricing-2\/\">DISCOVER THE BALENCIO SOLUTION<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"has-text-align-center wp-block-paragraph\"><em>Balencio supports your prevention approach;<br\/>it does not replace your legal obligations or your prevention advisors.<\/em><\/p>\n\n\n\n<h2 id=\"what-is-a-global-prevention-plan-and-why-is-it-mandatory\" class=\"wp-block-heading\">What is a global prevention plan and why is it mandatory?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The global prevention plan is the document that sets out the company&#8217;s prevention policy over five years. It turns the results of the risk analysis, including psychosocial risks, into objectives and measures.<br\/><\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#eef5f4;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\"><strong>Key figures<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>At the end of 2025, 155,360 people had been unable to work for more than a year because of depression or burnout, including 55,802 for burnout (INAMI-RIZIV, employees, unemployed and self-employed).<\/li>\n\n\n\n<li>Between 2021 and 2025, this number rose by 32% for depression and burnout combined, and by 59% for burnout alone (INAMI-RIZIV).<\/li>\n\n\n\n<li>Mental and behavioural disorders (220,712 people in 2025) are one of the two main causes of long-term incapacity, alongside musculoskeletal conditions.<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n<h3 id=\"definition-of-the-global-prevention-plan\" class=\"wp-block-heading\"><br\/>Definition of the global prevention plan<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In everyday language, people often talk about a &#8220;global five-year action plan&#8221;. The Code of Well-being at Work uses a different wording: the global prevention plan, drawn up for a period of five years and accompanied by an annual action plan.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Article I.2-8 provides that the employer draws it up in writing, in consultation with the members of the hierarchical line and the prevention and protection services at work. The plan takes into account the size of the company and the nature of the risks linked to its activities. It includes in particular:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The results of hazard identification and the definition, determination and evaluation of risks<\/li>\n\n\n\n<li>The prevention measures to be put in place<\/li>\n\n\n\n<li>The priority objectives to be achieved<\/li>\n\n\n\n<li>The activities to be carried out and the tasks to be performed to achieve these objectives<\/li>\n\n\n\n<li>The organisational, material and financial resources to be allocated<\/li>\n\n\n\n<li>The tasks, obligations and resources of everyone involved<\/li>\n\n\n\n<li>How the plan will be adapted when circumstances change<\/li>\n\n\n\n<li>The criteria for evaluating the well-being policy<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/balencio.com\/prevention-des-risques-psychosociaux-guide-complet-pour-agir-en-entreprise\/\">Psychosocial risk prevention<\/a> is not a separate project: the Code lists the psychosocial aspects of work among the areas covered by the dynamic risk management system, alongside safety, health, ergonomics and hygiene (Article I.2-2).<br\/><\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Regulatory note<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The FPS Employment may make model global prevention plans available on its website (Article I.2-8, \u00a72). Employers in groups C and D that do not have an internal level I or II prevention advisor draw up their plan taking into account the strategic advice of the external service.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"legal-framework-and-obligations-in-belgium\" class=\"wp-block-heading\"><br\/>Legal framework and obligations in Belgium<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global prevention plan is based on the Act of 4 August 1996 on the well-being of workers in the performance of their work and on the Code of Well-being at Work. <a href=\"https:\/\/balencio.com\/en\/psychosocial-risk-analysis-psr-impacts-and-solutions\/\">Psychosocial risks (PSR)<\/a> have their own title in the Code: during the general risk analysis, the employer identifies the situations that may give rise to these risks. The key texts:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Text<\/th><th>Content<\/th><th>Relevance for your plan<\/th><\/tr><\/thead><tbody><tr><td>Act of 4 August 1996<\/td><td>Framework law on workers&#8217; well-being. Its Chapter Vbis governs the prevention of psychosocial risks<\/td><td>Establishes the obligation to have a prevention policy<\/td><\/tr><tr><td>Code of Well-being at Work, Book I, Title 2<\/td><td>Dynamic risk management system, risk analysis, global plan (I.2-8), annual plan (I.2-9), consultation of the Committee (I.2-10), evaluation (I.2-12)<\/td><td>Core of the system<\/td><\/tr><tr><td>Code of Well-being at Work, Book I, Title 3<\/td><td>Prevention of psychosocial risks: analysis, prevention measures, evaluation, integration into the global plan and the annual plan<\/td><td>Psychosocial part of the plan<\/td><\/tr><tr><td>Social Penal Code<\/td><td>Penalties for breaches of the 1996 Act and the Code of Well-being at Work<\/td><td>Level 3 or 4 penalties depending on the case<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Here is a summary of the obligations that shape your approach in 2026:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Obligation<\/th><th>Reference<\/th><th>Deadline or frequency<\/th><th>Stakeholders<\/th><\/tr><\/thead><tbody><tr><td>Risk analysis, including psychosocial risks<\/td><td>I.2-5, I.2-6, I.3-1<\/td><td>Ongoing, adapted whenever circumstances change<\/td><td>Hierarchical line, prevention services, workers<\/td><\/tr><tr><td>Global prevention plan<\/td><td>I.2-8, I.2-12<\/td><td>New plan at least every 5 years. Prior opinion of the CPPW for any change<\/td><td>CPPW, prevention services<\/td><\/tr><tr><td>Annual action plan<\/td><td>I.2-9, I.2-10<\/td><td>Every year. Draft submitted to the CPPW no later than the first day of the second month before the financial year<\/td><td>CPPW<\/td><\/tr><tr><td>Evaluation of PSR prevention measures<\/td><td>Title 3 (I.3-6)<\/td><td>At least once a year<\/td><td>CPPW, prevention advisor for psychosocial aspects<\/td><\/tr><tr><td>Evaluation of the dynamic risk management system<\/td><td>I.2-12<\/td><td>Regularly<\/td><td>Hierarchical line, prevention services<\/td><\/tr><tr><td>Worker information and training<\/td><td>I.2-16, I.2-18<\/td><td>Training programme taking into account the data in the global plan<\/td><td>Workers, hierarchical line<\/td><\/tr><tr><td>Penalties<\/td><td>Social Penal Code, Art. 127<\/td><td>Fines multiplied by 10 since 1 February 2026<\/td><td>Well-being at Work Inspectorate<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"difference-between-the-global-plan-and-the-annual-action-plan\" class=\"wp-block-heading\"><br\/>Difference between the global plan and the annual action plan<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan sets the five-year strategy. The annual action plan breaks it down, year after year, into concrete actions:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1440\" height=\"1190\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/schema-plan-global-vs-plan-annuel.png\" alt=\"Comparison diagram: global prevention plan and annual action plan\" class=\"wp-image-9577\" srcset=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/schema-plan-global-vs-plan-annuel.png 1440w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/schema-plan-global-vs-plan-annuel-300x248.png 300w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/schema-plan-global-vs-plan-annuel-1024x846.png 1024w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/schema-plan-global-vs-plan-annuel-768x635.png 768w\" sizes=\"(max-width: 1440px) 100vw, 1440px\" \/><\/figure>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Criterion<\/th><th>Global prevention plan<\/th><th>Annual action plan<\/th><\/tr><\/thead><tbody><tr><td>Horizon<\/td><td>Five years<\/td><td>The following year&#8217;s financial year<\/td><\/tr><tr><td>Basis<\/td><td>Results of the risk analysis<\/td><td>Global plan and, where applicable, updated strategic advice from the external service<\/td><\/tr><tr><td>Content<\/td><td>Analysis results, measures, priority objectives, activities, resources, roles, adaptation method, evaluation criteria<\/td><td>Priority objectives for the year, resources and methods, tasks and resources of those involved, adjustments to the global plan<\/td><\/tr><tr><td>CPPW opinion<\/td><td>Prior opinion on any change or adjustment<\/td><td>Draft submitted no later than the first day of the second month before the financial year. Can be implemented after the opinion or, failing that, at the start of the financial year<\/td><\/tr><tr><td>Review<\/td><td>New plan at least every five years, after evaluating the system<\/td><td>Drawn up every year, taking into account changes, accidents and incidents, the internal service&#8217;s annual report and the Committee&#8217;s opinions<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 id=\"key-steps-to-draw-up-a-global-fiveyear-action-plan\" class=\"wp-block-heading\">Key steps to draw up a global five-year action plan<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Code does not prescribe a single method. The following five-step approach meets the requirements of Articles I.2-5 to I.2-10 and Title 3:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"1440\" height=\"1070\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention.png\" alt=\"Infographic: drawing up your global prevention plan in 5 steps\" class=\"wp-image-9553\" srcset=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention.png 1440w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention-300x223.png 300w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention-1024x761.png 1024w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention-768x571.png 768w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/11\/infographie-5-etapes-plan-global-prevention-780x580.png 780w\" sizes=\"(max-width: 1440px) 100vw, 1440px\" \/><\/figure>\n\n\n\n<h3 id=\"step-1-analyse-psychosocial-risks-in-your-organisation\" class=\"wp-block-heading\">Step 1: analyse psychosocial risks in your organisation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Risk analysis takes place at three levels: the organisation as a whole, each group of jobs or functions, and the individual (Article I.2-6). It consists of identifying hazards, defining and determining risks, and then evaluating them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For psychosocial risks, the employer identifies situations that may lead to work-related stress or burnout, as well as harm to health resulting from work-related conflicts, violence, or psychological or sexual <a href=\"https:\/\/balencio.com\/en\/harassment-in-the-workplace-understanding-preventing-and-taking-action-for-a-healthy-working-environment\/\">harassment at work<\/a>. The employer evaluates them taking five components into account:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Work organisation<\/li>\n\n\n\n<li>Work content<\/li>\n\n\n\n<li>Working conditions<\/li>\n\n\n\n<li>Living conditions at work<\/li>\n\n\n\n<li>Interpersonal relations at work<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The analysis is carried out with the participation of workers, for example through questionnaires (quantitative results) or focus groups (qualitative results). In large companies, workers who are representative of the different jobs may be enough.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Regulatory note<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on the employer&#8217;s group, the prevention advisor for psychosocial aspects is always involved in the analysis (internal service) or involved when the complexity of the analysis requires it (external service). The employer assesses this complexity, but the inspectorate can require the advisor to be involved if the analysis has gaps.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"step-2-set-longterm-prevention-objectives\" class=\"wp-block-heading\"><br\/>Step 2: set long-term prevention objectives<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan sets priority objectives to be achieved over five years. They follow directly from the risks evaluated in step 1. Make them measurable:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Reduce exposure to overload situations in the most affected departments<\/li>\n\n\n\n<li>Ensure every manager can detect and deal with risk situations early<\/li>\n\n\n\n<li>Reduce the number of reported conflict or harassment situations<\/li>\n\n\n\n<li>Improve return-to-work conditions after long-term absence<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Link an evaluation criterion to each objective. The plan must include the criteria for evaluating the well-being policy and how the plan will be adapted when circumstances change.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#eef5f4;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Illustrative example<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Five-year objective: reduce perceived workload in the customer service department. Evaluation criterion: change in the perceived workload score in the annual team survey. Year 1 measure: review schedules during peak periods.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"step-3-identify-suitable-prevention-measures\" class=\"wp-block-heading\"><br\/>Step 3: identify suitable prevention measures<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Prevention measures are taken in a specific order (Article I.2-7): first those that avoid risks, then those that avoid harm, and finally those that limit harm. The employer only takes these measures insofar as they have an impact on the hazard.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Risks related to <a href=\"https:\/\/balencio.com\/en\/workload-management-a-pillar-of-well-being-and-sustainable-performance\/\">workload<\/a> illustrate this logic well. Avoiding the risk means removing unrealistic targets or distributing tasks in a balanced way. Preventing harm means adapting working conditions when demands cannot be reduced.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Think about the three levels: collective measures for the whole organisation, measures per group of jobs, and individual measures where necessary.<\/p>\n\n\n\n<h3 id=\"step-4-plan-actions-over-five-years\" class=\"wp-block-heading\"><br\/>Step 4: plan actions over five years<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan schedules the prevention activities to be developed and applied over five years. It sets out the activities to be carried out, each person&#8217;s tasks and the resources. Spread the effort over time:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Year 1: risk analysis, first measures on the highest risks, setting up monitoring tools<\/li>\n\n\n\n<li>Years 2 and 3: rolling out structural measures (work organisation, manager training)<\/li>\n\n\n\n<li>Year 4: interim evaluation and adjustments<\/li>\n\n\n\n<li>Year 5: overall evaluation of the dynamic risk management system and preparation of the new plan<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A <a href=\"https:\/\/balencio.com\/barometre-social\/\">social barometer<\/a> repeated every year lets you measure how team perceptions change and objectively assess the effect of the measures. It is a useful benchmark for the interim evaluation and the end-of-cycle evaluation.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Good to know<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For a financial year aligned with the calendar year, the draft annual action plan must be submitted to the CPPW no later than 1 November of the previous year. The 2027 annual plan therefore had to be submitted by 1 November 2026 at the latest.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"step-5-involve-stakeholders-and-the-cppw\" class=\"wp-block-heading\"><br\/>Step 5: involve stakeholders and the CPPW<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The employer involves the members of the hierarchical line and the prevention and protection services at work in drawing up, implementing and evaluating the plan. The employer also consults the Committee.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>The CPPW:<\/strong> set up from 50 workers, it gives opinions on the well-being policy, the global plan and the annual plan<\/li>\n\n\n\n<li><strong>Without a CPPW:<\/strong> the trade union delegation takes over its responsibilities<\/li>\n\n\n\n<li><strong>Without a trade union delegation:<\/strong> workers take part directly in dealing with well-being issues<\/li>\n\n\n\n<li><strong>Workers and the hierarchical line:<\/strong> informed of the results of the risk analysis and the applicable measures<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The written global plan is submitted to the Committee for its prior opinion whenever it is changed or adapted. The draft annual plan is submitted within the deadline set by Article I.2-10 and cannot be implemented before the Committee&#8217;s opinion or, failing that, before the start of the financial year.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Move from method to action: see how Balencio measures perceived psychosocial risks, ranks your priorities and tracks your action plans.<br\/><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-fe48e5de wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/balencio.com\/en\/pricing-2\/\">REQUEST A DEMO<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"has-text-align-center wp-block-paragraph\">A personalised demo with our team.<\/p>\n\n\n\n<h2 id=\"the-essential-components-of-an-effective-global-prevention-plan\" class=\"wp-block-heading\"><br\/>The essential components of an effective global prevention plan<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">An effective plan is not just another document: it is a management tool. Four components make it robust.<\/p>\n\n\n\n<h3 id=\"risk-analysis-and-hazard-evaluation\" class=\"wp-block-heading\">Risk analysis and hazard evaluation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This is the foundation of the plan. Without an analysis specific to your company, the plan remains theoretical. The employer takes into account the nature of the activities, the risks specific to those activities and the risks specific to certain groups of workers (Article I.2-4).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/balencio.com\/en\/stress-at-work-causes-symptoms-and-solutions-to-prevent-burnout\/\">Stress at work<\/a>, overload, conflict and violence cannot be detected through absence indicators alone. Combine several sources:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Questionnaires and focus groups with workers<\/li>\n\n\n\n<li>Accidents, incidents and acts of violence or harassment that have occurred<\/li>\n\n\n\n<li>Requests for informal and formal psychosocial intervention<\/li>\n\n\n\n<li>Annual reports from the prevention and protection services at work<\/li>\n\n\n\n<li>Monitoring changes in organisation, workload or headcount<\/li>\n<\/ul>\n\n\n\n<h3 id=\"collective-and-individual-prevention-measures\" class=\"wp-block-heading\"><br\/>Collective and individual prevention measures<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The Code distinguishes measures by level (organisation, group of jobs, individual) and by objective (avoid risks, avoid harm, limit harm). Measures may cover, for example, the organisation of the company, workstation design, protection against psychosocial risks, and worker training and information.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Measures must be adapted to each type of harm. A plan that treats <a href=\"https:\/\/balencio.com\/en\/understanding-syndromes-burn-out-bore-out-and-brown-out\/\">burnout, bore-out and brown-out<\/a> the same way misses very different causes: overload in one case, underload or loss of meaning in the others.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Point of attention<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Well-being measures must never result in financial costs for workers (Article I.2-14). Training must be given during working hours.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"monitoring-system-and-performance-indicators\" class=\"wp-block-heading\"><br\/>Monitoring system and performance indicators<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan includes the criteria for evaluating the well-being policy. The employer regularly evaluates the dynamic risk management system, taking into account in particular (Article I.2-12):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Annual reports from the prevention and protection services at work<\/li>\n\n\n\n<li>The Committee&#8217;s opinions and, where applicable, those of the supervising official<\/li>\n\n\n\n<li>Accidents, incidents or acts of violence and psychological or sexual harassment<\/li>\n\n\n\n<li>The overall report on the results of periodic health surveillance<\/li>\n\n\n\n<li>Changes in circumstances requiring the risk analysis strategy to be adapted<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">An <a href=\"https:\/\/balencio.com\/en\/hr-dashboard-utility-creation-and-indicators\/\">HR dashboard<\/a> brings this data together with your other indicators (absences, turnover, perceived workload) and gives you an overview to manage the plan.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Type of indicator<\/th><th>Examples<\/th><th>Recommended frequency<\/th><\/tr><\/thead><tbody><tr><td>Implementation<\/td><td>Share of annual plan actions completed on time, budget used<\/td><td>Quarterly<\/td><\/tr><tr><td>Outcome<\/td><td>Accidents and incidents, acts of violence or harassment, requests for psychosocial intervention<\/td><td>Every six months<\/td><\/tr><tr><td>Perception<\/td><td>Perceived workload, stress, team climate, relationship with management<\/td><td>Quarterly (short surveys) or annually<\/td><\/tr><tr><td>Governance<\/td><td>CPPW opinions, follow-up given, evaluation of PSR measures<\/td><td>Annually<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"budget-and-allocated-resources\" class=\"wp-block-heading\">Budget and allocated resources<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan specifies the organisational, material and financial resources to be allocated, as well as the tasks, obligations and resources of everyone involved. A plan without an identified budget remains a statement of intent.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Financial resources:<\/strong> training, measurement tools, external support<\/li>\n\n\n\n<li><strong>Organisational resources:<\/strong> time freed up for managers, the CPPW and prevention advisors<\/li>\n\n\n\n<li><strong>Human resources:<\/strong> prevention advisor for psychosocial aspects, person of trust, hierarchical line<\/li>\n\n\n\n<li><strong>Material resources:<\/strong> suitable tools, spaces and equipment<\/li>\n<\/ul>\n\n\n\n<h2 id=\"how-to-monitor-and-update-your-fiveyear-plan\" class=\"wp-block-heading\"><br\/>How to monitor and update your five-year plan<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The global plan is not set in stone. It evolves through the annual action plans and regular evaluations of the risk management system.<\/p>\n\n\n\n<h3 id=\"integration-with-the-annual-action-plan\" class=\"wp-block-heading\">Integration with the annual action plan<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The annual action plan is based on the global plan. It sets the priority objectives for the year, the resources and methods, the tasks and resources of those involved, and the adjustments to be made to the global plan following:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A change in circumstances<\/li>\n\n\n\n<li>Accidents and incidents in the company<\/li>\n\n\n\n<li>The internal service&#8217;s annual report for the previous year<\/li>\n\n\n\n<li>The opinions given by the Committee during the previous year<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">For psychosocial risks, prevention measures are built into the global plan and, where applicable, the annual plan. These plans are adjusted following the annual evaluation of the prevention measures.<\/p>\n\n\n\n<h3 id=\"digital-tools-for-continuous-monitoring\" class=\"wp-block-heading\">Digital tools for continuous monitoring<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Monitoring over five years requires reliable, regular data that can be compared over time. Digital tools make it easier to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Regularly collect workers&#8217; feedback through short questionnaires<\/li>\n\n\n\n<li>Compare departments, sites or groups of jobs<\/li>\n\n\n\n<li>Track how results change from one year to the next<\/li>\n\n\n\n<li>Produce reports for the CPPW and management<\/li>\n\n\n\n<li>Manage action plans and deadline reminders<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/balencio.com\/en\/qwl-indicators-optimizing-the-monitoring-of-well-being-at-work-in-2026\/\">QWL indicators<\/a> complement accident indicators to track the effect of measures. Platforms such as Balencio offer questionnaires, real-time results, trend analysis, group comparisons, a priority matrix and HR action plans.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Point of attention<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A digital tool does not replace the opinion of the prevention advisor for psychosocial aspects when the complexity of the situation requires it, nor the consultation of the CPPW. It feeds your analysis and monitoring; it does not replace them.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"reviewing-and-adapting-the-plan-as-things-change\" class=\"wp-block-heading\"><br\/>Reviewing and adapting the plan as things change<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The employer adapts the dynamic risk management system whenever necessary following a change in circumstances. Events that justify a review include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A restructuring, merger or organisational change<\/li>\n\n\n\n<li>The introduction of a new technology or a new way of working<\/li>\n\n\n\n<li>An accident, an act of violence or harassment<\/li>\n\n\n\n<li>A change in regulations<\/li>\n\n\n\n<li>Opinions from the CPPW or the inspectorate<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Based on the evaluation of the system, the employer draws up a new global prevention plan at least once every five years. Start preparing this new plan in year 4.<\/p>\n\n\n\n<h2 id=\"practical-examples-of-measures-to-include-in-your-global-plan\" class=\"wp-block-heading\"><br\/>Practical examples of measures to include in your global plan<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The examples below illustrate the three forms of psychosocial risk prevention measures described by the FPS Employment: eliminating hazards, preventing harm and limiting harm.<\/p>\n\n\n\n<h3 id=\"organisational-measures-to-prevent-psychosocial-risks\" class=\"wp-block-heading\">Organisational measures to prevent psychosocial risks<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Organisational measures act on the source of the risk. They concern work organisation, work content and working conditions:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Remove unrealistic or unclear work targets<\/li>\n\n\n\n<li>Distribute tasks among employees in a balanced way<\/li>\n\n\n\n<li>Introduce a code of conduct<\/li>\n\n\n\n<li>Communicate appropriately during restructuring periods<\/li>\n\n\n\n<li>Clarify roles, decision-making channels and priorities<\/li>\n\n\n\n<li>Set boundaries for availability and the use of digital tools<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Regulatory note<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Members of the hierarchical line play a role in detecting psychosocial risks and dealing with them early (Article I.2-11). Their training is part of the prevention policy.<\/p>\n<\/div><\/div>\n\n\n\n<h3 id=\"employee-training-and-awareness-actions\" class=\"wp-block-heading\"><br\/>Employee training and awareness actions<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The employer draws up a well-being training programme for the hierarchical line and for workers, taking into account the data in the global plan (Article I.2-18). It can cover, for example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Detecting early warning signs of distress and overload<\/li>\n\n\n\n<li>Conducting return-to-work interviews and difficult conversations<\/li>\n\n\n\n<li>Regulating workload within the team<\/li>\n\n\n\n<li>Knowledge of internal procedures and contact persons<\/li>\n\n\n\n<li>Preventing violence and harassment<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A strong <a href=\"https:\/\/balencio.com\/en\/the-culture-of-feedback-in-business\/\">culture of feedback<\/a> makes this learning easier: teams feel able to flag problems early, and managers get concrete feedback to adjust their practices.<\/p>\n\n\n\n<h3 id=\"support-and-psychological-assistance-schemes\" class=\"wp-block-heading\">Support and psychological assistance schemes<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">These schemes limit harm when a situation has already deteriorated:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Informal and formal psychosocial intervention procedures, with the person of trust and the prevention advisor for psychosocial aspects<\/li>\n\n\n\n<li>Emergency procedures to prevent or limit post-traumatic stress after a traumatic event<\/li>\n\n\n\n<li>Appropriate support for workers who are victims of violence from third parties<\/li>\n\n\n\n<li>Gradual reintegration after a long-term absence<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The employer displays, in a place easily accessible to workers, the names and contact details of the competent prevention advisors, in particular for psychosocial aspects, and, where applicable, of the person of trust (Article I.2-17).<\/p>\n\n\n\n<h2 id=\"mistakes-to-avoid-when-drawing-up-your-prevention-plan\" class=\"wp-block-heading\">Mistakes to avoid when drawing up your prevention plan<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Three mistakes come up most often. They turn the plan into an administrative formality.<\/p>\n\n\n\n<h3 id=\"a-generic-plan-without-a-specific-analysis\" class=\"wp-block-heading\">A generic plan without a specific analysis<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A plan copied from a template does not reflect your risks. The Code requires you to take into account the nature of your activities, the risks specific to them and the risks specific to certain groups of workers. The FPS Employment templates are a starting point, not a substitute for analysis.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Start from the analysis of your own work situations<\/li>\n\n\n\n<li>Distinguish between groups of jobs, sites and departments<\/li>\n\n\n\n<li>Document the data sources used<\/li>\n<\/ul>\n\n\n\n<h3 id=\"failing-to-involve-workers\" class=\"wp-block-heading\">Failing to involve workers<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">The psychosocial risk analysis is carried out with the participation of workers. Without their perspective, you will only see the risks that show up in the indicators. The CPPW, the trade union delegation or, failing that, the workers themselves also take part in the well-being policy.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use questionnaires and focus groups<\/li>\n\n\n\n<li>Inform workers of the results and the measures decided<\/li>\n\n\n\n<li>Involve the CPPW from the drafting stage, not only when its opinion is required<\/li>\n<\/ul>\n\n\n\n<h3 id=\"lack-of-dedicated-resources-for-implementation\" class=\"wp-block-heading\">Lack of dedicated resources for implementation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A plan without allocated resources cannot be implemented. The global plan must specify the organisational, material and financial resources. An ambitious plan without a budget results in measures being postponed year after year.<\/p>\n\n\n\n<div class=\"wp-block-group has-background\" style=\"background-color:#fff6ea;padding-top:1.25rem;padding-right:1.5rem;padding-bottom:1.25rem;padding-left:1.5rem\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-container-core-group-is-layout-a8a89281 wp-block-group-is-layout-constrained\">\n<p class=\"wp-block-paragraph\">Good practice<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Limit the number of measures in each annual plan to what your resources allow you to achieve. A few measures carried through are better than many abandoned ones.<\/p>\n<\/div><\/div>\n\n\n\n<h2 id=\"frequently-asked-questions-about-the-global-fiveyear-action-plan\" class=\"wp-block-heading\"><br\/>Frequently asked questions about the global five-year action plan<\/h2>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary><strong>How long is a global prevention plan valid?<\/strong><\/summary>\n<p class=\"wp-block-paragraph\">The global prevention plan is drawn up for a period of five years. The employer regularly evaluates the dynamic risk management system and, based on this evaluation, draws up a new global plan at least once every five years. The plan can also be adjusted during the cycle, after the CPPW&#8217;s prior opinion.<\/p>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary><strong>Who is responsible for drawing up the plan in the company?<\/strong><\/summary>\n<p class=\"wp-block-paragraph\">The employer. The employer draws it up in consultation with the members of the hierarchical line and the prevention and protection services at work. The obligations imposed on the hierarchical line and on workers do not affect the employer&#8217;s responsibility (Article I.2-13).<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The prevention services (internal and external) advise and contribute<\/li>\n\n\n\n<li>The prevention advisor for psychosocial aspects is involved in the PSR analysis depending on the case<\/li>\n\n\n\n<li>The CPPW, the trade union delegation or the workers give their opinion<\/li>\n\n\n\n<li>Members of the hierarchical line implement the policy at their level<\/li>\n<\/ul>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary><strong>How do you link the global plan and the annual plan in practice?<\/strong><\/summary>\n<p class=\"wp-block-paragraph\">Take the priority objectives of the global plan and spread them over the years. Every year:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Review the past year: accidents and incidents, the internal service&#8217;s annual report, CPPW opinions<\/li>\n\n\n\n<li>Adjust the global plan if circumstances have changed<\/li>\n\n\n\n<li>Draft the annual action plan: objectives for the year, resources and methods, everyone&#8217;s roles<\/li>\n\n\n\n<li>Submit the draft to the CPPW within the deadline set by Article I.2-10<\/li>\n\n\n\n<li>Evaluate the PSR prevention measures at least once a year<\/li>\n<\/ul>\n<\/details>\n\n\n\n<details class=\"wp-block-details is-layout-flow wp-block-details-is-layout-flow\"><summary><strong>What are the penalties for not having a prevention plan?<\/strong><\/summary>\n<p class=\"wp-block-paragraph\">Breaches of the Act of 4 August 1996 and the Code of Well-being at Work fall under the Social Penal Code. In the absence of a specific article, Article 127 punishes them with a level 3 penalty. This becomes level 4 when the breach has led to health problems or an accident at work.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Level<\/th><th>Administrative fine<\/th><th>Criminal fine<\/th><th>Other penalties<\/th><\/tr><\/thead><tbody><tr><td>Level 3<\/td><td>\u20ac1,000 to \u20ac10,000<\/td><td>\u20ac2,000 to \u20ac20,000<\/td><td>Probation or community service possible since 1 September 2026<\/td><\/tr><tr><td>Level 4<\/td><td>\u20ac3,000 to \u20ac35,000<\/td><td>\u20ac6,000 to \u20ac70,000<\/td><td>Imprisonment from 6 months to 3 years possible<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">These amounts include the surcharges (d\u00e9cimes additionnels), multiplied by 10 since 1 February 2026 (compared with 8 previously). Depending on the offence, fines may be multiplied by the number of workers concerned, up to a limit of 100 times the maximum amount. Exclusion from public procurement may also apply for level 3 or 4 offences.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The inspectorate has discretion: a simple warning, a deadline to regularise the situation or an official report. Beyond penalties, a missing or superficial plan deprives the company of a tool for preventing psychosocial risks, whose human and financial consequences are severe.<\/p>\n<\/details>\n\n\n\n<p class=\"wp-block-paragraph\"><br\/>A successful global prevention plan combines a serious analysis, measurable objectives, real resources and regular monitoring. That is what turns it from a legal obligation into a lever for health and performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br\/><br\/><br\/><em><br\/><br\/><em>Sources cited: Code of Well-being at Work, Book I, Title 2 (Articles I.2-2 to I.2-18, FPS Employment text as amended in particular by the Royal Decree of 12 May 2024) and Title 3 (prevention of psychosocial risks, Articles I.3-1 to I.3-7); FPS Employment, Labour and Social Dialogue, pages on a priori psychosocial risk analysis, committees for prevention and protection at work and direct worker participation; FPS Employment, news item of 21 January 2026 on surcharges (Act of 19 December 2025); Securex, table of Social Penal Code penalties as at 3 September 2026 (Act of 16 March 2026) and Acteo (February 2026); INAMI-RIZIV, number of people on invalidity for depression or burnout 2021-2025. The examples, the five-year breakdown, the recommended indicators and the five-step method are editorial recommendations.<\/em><\/em><\/p>\n\n\n\n<p class=\"has-text-align-center wp-block-paragraph\">Need an expert view to build or update your global prevention plan?<br\/>Our team supports you, from psychosocial risk analysis to monitoring your action plans.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-fe48e5de wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/balencio.com\/en\/pricing-2\/\">REQUEST SUPPORT<\/a><\/div>\n<\/div>\n\n\n\n<p class=\"has-text-align-center wp-block-paragraph\"><em>Talk to the Balencio team about your situation.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n<div style=\"font-style:normal;font-weight:600\" class=\"wp-block-post-author-name\">Emeline Martin<\/div><\/div>\n\n\n\n<div class=\"wp-block-column column--sticky is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n<div class=\"wp-block-grimlock-wrapper  wp-block-grimlock-wrapper--inner-full box--shadowed\" style=\"--grimlock-wrapper-padding-top:2rem;--grimlock-wrapper-padding-right:1rem;--grimlock-wrapper-padding-bottom:2rem;--grimlock-wrapper-padding-left:1rem;--grimlock-wrapper-border-top:1px solid #EAECEF;--grimlock-wrapper-border-bottom:1px solid #EAECEF;--grimlock-wrapper-border-left:1px solid #EAECEF;--grimlock-wrapper-border-right:1px solid #EAECEF;--grimlock-wrapper-border-top-left-radius:27px;--grimlock-wrapper-border-top-right-radius:0px;--grimlock-wrapper-border-bottom-left-radius:27px;--grimlock-wrapper-border-bottom-right-radius:27px\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<p class=\"has-text-align-left has-balencio-blue-500-color has-text-color has-h-5-font-size wp-block-paragraph\">Table of content<\/p>\n\n\n<div role=\"navigation\" aria-label=\"Table of Contents\" class=\"simpletoc wp-block-simpletoc-toc\"><ul class=\"simpletoc-list\">\n<li><a href=\"#what-is-a-global-prevention-plan-and-why-is-it-mandatory\">What is a global prevention plan and why is it mandatory?<\/a>\n<\/li>\n<li><a href=\"#key-steps-to-draw-up-a-global-fiveyear-action-plan\">Key steps to draw up a global five-year action plan<\/a>\n<\/li>\n<li><a href=\"#the-essential-components-of-an-effective-global-prevention-plan\">The essential components of an effective global prevention plan<\/a>\n<\/li>\n<li><a href=\"#how-to-monitor-and-update-your-fiveyear-plan\">How to monitor and update your five-year plan<\/a>\n<\/li>\n<li><a href=\"#practical-examples-of-measures-to-include-in-your-global-plan\">Practical examples of measures to include in your global plan<\/a>\n<\/li>\n<li><a href=\"#mistakes-to-avoid-when-drawing-up-your-prevention-plan\">Mistakes to avoid when drawing up your prevention plan<\/a>\n<\/li>\n<li><a href=\"#frequently-asked-questions-about-the-global-fiveyear-action-plan\">Frequently asked questions about the global five-year action plan<\/a>\n<\/li><\/ul><\/div><\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Learn how to draw up a global five-year prevention plan that meets Belgian legal obligations. Methodology, key steps and digital tools<\/p>\n","protected":false},"author":3,"featured_media":9695,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[44],"tags":[57],"class_list":["post-9587","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","tag-article"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Global five-year prevention plan: legal obligations<\/title>\n<meta name=\"description\" content=\"Learn how to draw up a global five-year prevention plan that meets Belgian legal obligations. 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