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Prevention Policy
A safe and healthy working environment is essential for the wellbeing of your employees as well as for the success of your business.
Companies are therefore obliged to set up a prevention policy that minimises work-related risks and ensures the health and safety of employees.
This is where the internal prevention advisor comes into play.
Companies are therefore obliged to set up a prevention policy that minimises work-related risks and ensures the health and safety of employees.
This is where the internal prevention advisor comes into play.
A safe and healthy working environment is essential for the wellbeing of your employees as well as for the success of your business.
Companies are therefore obliged to set up a prevention policy that minimises work-related risks and ensures the health and safety of employees.
This is where the internal prevention advisor comes into play.
Companies are therefore obliged to set up a prevention policy that minimises work-related risks and ensures the health and safety of employees.
This is where the internal prevention advisor comes into play.
What does an internal prevention advisor do?
A prevention advisor is an in-house expert responsible for promoting workplace safety and health and implementing the Welfare Act. He or she:
- Identifies potential risks within the working environment and assists in preparing (task) risk assessments.
- Supports the implementation of the Global Prevention Plan (GPP) and the preparation of the Annual Action Plan (AAP).
- Provides advice on safety and health in the design of workplaces, machines and work processes.
- Organises internal training and awareness campaigns around working safely.
- Does inspections and checks compliance with safety prevention measures.
- Assists/advises in welcoming new employees in terms of safety and prevention.
When are you required to appoint a prevention advisor?
Under the Belgian Welfare Act, every employer/company is required to have at least one prevention advisor, regardless of the company’s size. The specific nature of the role depends on the size of the company and the specific risks of the sector in which it operates:
- Company with fewer than 20 employees: the employer himself can take on the role of prevention advisor, provided they have received basic training and meet the legal requirements.
- Company with 20 to 50 employees: the prevention adviser can be an internal employee who performs the task of prevention adviser in addition to his/her regular job. However, this person must have the necessary training.
- More than 50 employees: in a large company, it is mandatory to set up an internal prevention service with a qualified level 1 or 2 prevention advisor, depending on the specific risks of the activities.
What does Prevom do to help with prevention policies?
Step 1:
perform safety scan
in which the safety policy is audited
Prevom provides an in-depth analysis of your organisation’s current safety situation.
Prevom provides an in-depth analysis of your organisation’s current safety situation.
Step 2:
Preparation of global prevention plan (GPP) and annual action plan (AAP)
Identified areas of concern are translated into a concrete planned campaign:
targets are set for improved prevention policies in both the short and longer term.
Identified areas of concern are translated into a concrete planned campaign:
targets are set for improved prevention policies in both the short and longer term.
Step 3:
Proactive support with developing the security policy
Prevom provides active support for implementing and maintaining the prevention policy within your company.
Why choose our expertise?
Setting up and maintaining an effective prevention policy collective prevention measures requires expertise, experience and a thorough knowledge of current legislation. However, not every company has an internal prevention advisor with the right skills or time to take on this important task. This is where we come in.
We offer:
- Temporary or long-term support: If you do not have an internal prevention advisor or need additional support, our consultants step in to guide and advise you on safety and well-being.
- Guidance on risk analysis: our specialists will help you identify and assess potential hazards in the workplace.
- Audit and advice: we conduct in-depth audits of your current prevention policy and provide concrete, achievable improvements to the current policy.
- Drawing up prevention plans: we help you draw up an overall prevention plan and an annual action plan, fully in line with legislation.
Our experienced consultants have a proven track record in various sectors, from SME’s to large companies. We understand that no two businesses are the same and therefore offer tailor-made solutions to suit your organisation’s specific needs. By working with us, you ensure that you comply with legal obligations, but above all that your employees can work in a safe and healthy environment.
Contact us today to find out how we can support you in building an effective and sustainable prevention policy.
Because with Prevom you’re always one step ahead of risks and hazards.
Frequently asked questions (FAQ)
A prevention policy is a set of measures and actions taken by an employer to ensure the safety, health and wellbeing of staff in the workplace. It aims to prevent occupational accidents, occupational diseases and other risks at work. In Belgium, this policy is regulated by the Welfare Act of 4 August 1996.
Yes, drawing up a prevention policy is required by law for all employers in Belgium, regardless of the size of the company. The Welfare Act requires employers to have a policy aimed at protecting workers’ safety and health, supported by a dynamic risk management system (DRMS).
The dynamic risk management system (DRMS) is a systematic approach to managing workplace risks. This system includes:
- Risk analysis of working conditions.
- Drawing up and implementing a global prevention plan and an annual action plan.
- Regular evaluation and adaptation of prevention measures.
- Involving workers in identifying risks and developing measures.
The Global Prevention Plan is a mandatory document in which the employer outlines the strategic objectives for employee safety and health over the next five years. This plan includes:
- Risk analysis results.
- Priority prevention measures.
- The resources (financial, material, and organizational) allocated to reduce risks.
- It is recommended that the GPP be evaluated and updated regularly (for example, annually during the AAP evaluation).
The Annual Action Plan (AAP) is a compulsory document resulting from the Global Prevention Plan. The JAP describes the concrete actions to be taken in the coming year to achieve the goals set in the GPP. This includes specific measures to prevent accidents, improve working conditions and reduce risks.
- Priority objectives and prevention measures for the upcoming year
- Resources needed to achieve these objectives
- Assignment of responsibilities to the involved individuals
- Adjustments to the GPP
The employer is responsible for creating and implementing the prevention policy, in collaboration with the Internal or External Service for Prevention and Protection at Work (SEPPT). In certain cases, the SEPPT may be supplemented with external consultants for specific expertise.
In companies with a Committee for Prevention and Protection at Work (CPPW), the Committee must also be consulted and involved in the development of the policy.
A prevention advisor supports the employer in the development, implementation, and monitoring of the prevention policy. They conduct risk assessments, propose preventive measures, and inform the employer about (changing) legislation, among other duties.
The prevention policy, of which the Annual Action Plan is a part, must be evaluated annually. This ensures that the policy remains up-to-date and effectively addresses new or evolving risks within the company.
The prevention service must also prepare monthly, quarterly, and annual reports to provide interim evaluations.
An employer’s failure to comply with the prevention policy can lead to:
- Administrative fines or criminal sanctions imposed by the labour inspectorate.
- A possible shutdown of operations in case of serious safety risks.
- Civil liability for negligence with accidents at work or occupational diseases.
- Damage to the company’s reputation and loss of employee trust.
Yes, even an employer with few employees must have a prevention policy. According to the Belgian Welfare Act, any company with employees, regardless of size, is required to take measures to ensure the safety and welfare of workers at work. This means that small businesses must also establish and implement a prevention policy.
Employees play an active role in prevention policies by:
- Participating in risk analysis and proposing prevention measures.
- Communicating with the prevention advisor and CPPW (if present).
- Complying with safety instructions and actively contributing to improving working conditions.
Belgian legislation encourages a participatory approach, where workers have a say in safety policy.
The CPPW is a committee that must be established in companies with 50 or more employees. The CPPW consists of representatives of the employer and employees, with the prevention advisor acting as secretary. The CPPW’s tasks include:
- To advise on prevention policy.
- Discuss working conditions and wellbeing at work.
- Track compliance with the Welfare Act.
- Resolve workplace health and safety issues.
The prevention policy should identify and manage all risks that may impact the safety and wellbeing of workers, such as:
- Physical risks: such as falling, tripping, and using machinery.
- Chemical risks: exposure to hazardous substances.
- Psychosocial risks: such as stress, burnout and bullying at work.
- Ergonomic risks: such as poor working posture and repetitive tasks.
- Biological risks: exposure to viruses, bacteria or other biological agents.
In the event of a workplace accident, the employer must:
- Immediately provide the necessary assistance to the affected worker(s), ensuring their own safety as well.
- Investigate and document the accident to determine the cause and prevent recurrence.
- Report the accident to the insurance company and, in serious cases, to the labour inspectorate.
- Review and adjust prevention measures if necessary to prevent similar accidents.