In short
Work-related stress and burnout remain persistent challenges in the Belgian workplace. More than half of employees experience stress because of their job, and over one million Belgians are at risk of burnout. Yet more than half of organisations still do not have a structured wellbeing policy.
This blog explains why prevention pays off, what a strategic wellbeing policy looks like, and how to build resilient, people-centred work cultures in which positive business results follow naturally.
A familiar Monday: recognising the signs of stress in the workplace
Monday morning. The workweek begins as it always does: emails flood in, deadlines loom, meetings fill the calendar. Yet Tom, a team leader, senses that something is off. His team looks exhausted, the energy is gone, and laughter is scarce.
Lisa, usually the team’s energetic mood-maker, stares blankly at her screen. “Everything okay?” Tom asks. “Just busy,” she replies shortly. But Tom recognises the signs: awkward silences, fading energy, difficulty concentrating. Not a temporary spike in stress, but symptoms of a deeper, structural issue.
This scene plays out every day across countless Belgian workplaces. And the numbers confirm it: work-related stress and burnout remain persistent challenges, leaving organisations searching for the right levers to build an effective wellbeing policy.
Work-related stress and burnout: the reality in numbers
The pressure on employees remains high. Recent studies by Attentia, Mensura, Securex and Edenred show that more than half of Belgian employees experience work-related stress, while mental fatigue and feelings of being undervalued continue to rise.
For many, it goes beyond a temporary peak:
• 68% of stress complaints are work-related.
• 28.3% of employees are at risk of burnout, representing more than 1.18 million people.
• In nearly half of these cases, employees are already in the red zone, with severe symptoms.
The impact is tangible: loss of productivity, absenteeism and turnover. According to the WHO, depression and anxiety disorders lead to the loss of 12 billion working days worldwide each year, at an estimated cost of 1 trillion dollars annually.
Yet:
• 53% of employers never ask how employees are really feeling.
• 61% have no initiatives focused on mental wellbeing.
• 54% do not invest in physical wellbeing beyond basic provisions.
Stress, therefore, is not an individual issue but a strategic risk that calls for a structural approach.
From reaction to prevention: wellbeing as a strategic priority
Many organisations only take action once employees drop out. Yet the real value lies in prevention. A one-off workshop or a fruit basket makes little difference if the root causes of stress remain unaddressed.
WHO guidelines (2022–2025) and the U.S. Surgeon General’s Framework underline that wellbeing only becomes sustainable when policy, leadership and organisational culture reinforce one another. An effective strategy operates on four levels:
• Preventing risks: identifying excessive workload, role ambiguity and lack of autonomy.
• Protecting and strengthening: training leaders to recognise stress signals and address them openly.
• Supporting return to work: providing reintegration programmes and reasonable adjustments.
• Creating a positive culture: where wellbeing, openness and participation are central.
Wellbeing is not a side issue, but a strategic investment in sustainable growth.
The building blocks of a strategic wellbeing policy
Top-down: from vision to strategy
A strong wellbeing policy starts with clear leadership and an integrated approach.
✔️ Psychosocial risk analysis: identify structural sources of stress and address them at organisational level.
✔️ People-centred leadership: equip leaders with the tools to recognise signals and communicate with empathy.
✔️ Strategic wellbeing plan: embed wellbeing in the business strategy, with measurable goals and clear follow-up.
Bottom-up: from engagement to resilience
A successful corporate wellbeing policy only truly comes to life when employees are actively involved.
✔️ Foster team cohesion: create space for dialogue and feedback.
✔️ Strengthen resilience: offer training on energy management, stress awareness and recovery.
✔️ Actively involve employees: invite them to co-create wellbeing initiatives and encourage peer support.
International insights as a compass
Internationally, consensus is also growing around the value of an integrated approach to wellbeing:
• The WHO emphasises psychological safety, flexible work arrangements and anti-discrimination policies.
• The U.S. Surgeon General’s Framework defines five pillars for healthy workplaces: protection from harm, connection, work–life harmony, meaningful work and opportunities for growth.
• A large-scale literature review published in Healthcare Management Forum confirms, among other findings, that open communication and empathetic leadership are essential to strengthening mental health in a sustainable way.
How Tryangle supports organisations
We believe wellbeing is not a luxury, but a prerequisite for sustainable results.
We support organisations that want to embed wellbeing structurally — both strategically and in a people-centred way — through the following approaches:
• Strategic wellbeing guidance: risk analyses, policy development and wellbeing assessments.
• People-centred leadership: training programmes focused on trust, boundaries and resilience.
• Team training and coaching: sessions on communication, feedback, inclusion and vitality.
• Tailored solutions and expertise: evidence-based, customised interventions ranging from short initiatives to long-term culture programmes.
Practical steps for HR and prevention advisors
A strong wellbeing policy starts with measuring, listening and learning:
• Measure what’s really happening: use pulse surveys to track stress levels.
• Encourage disconnection: lead by example and respect boundaries.
• Recognise and appreciate: make appreciation a structural practice.
• Invest in training: strengthen stress management and resilience skills.
• Support reintegration: offer flexibility and guidance when employees return to work.
Well-being requires vision, leadership and action
Work-related stress doesn’t disappear on its own. The numbers are clear, but also encouraging: they reveal where opportunities lie.
Organisations that invest in prevention, leadership and a healthy work culture build teams that collaborate with energy and commitment.
At Tryangle, we know this to be true: wellbeing is not a cost, but a lever for growth.
Our experts support your organisation in embedding wellbeing both strategically and practically, today and for the future.
Looking for support in designing and implementing a strong wellbeing policy and building a resilient organisational culture?
Be sure to explore our (in-company) workshops, specifically designed to address this topic.
For employees: “Fully Vital – Energy, Motivation and Resilience”
How do you stay energised, motivated and resilient, even under high workload or while working from home? In this session, employees explore how to balance time and energy, set healthy boundaries and use practical techniques to work with greater vitality.
For leaders: “The role of leaders in burnout prevention”
Recognising early warning signs is crucial in preventing burnout. In this session, leaders learn how to open up conversations about stress, spot signals in time and take preventive action — both at individual and team level.
For leaders, managers and HR professionals: “A wellbeing policy that works – the secrets revealed”
Standalone initiatives are no longer enough. This session shows how to build an integrated wellbeing policy that delivers real impact. We translate legislation into practical tools, analyse existing actions and make wellbeing a structural part of organisational culture.
How do you create stronger collaboration within your organisation or team?
Based on our own pyramid model, we help organisations gain insight into the components, opportunities and ROI of wellbeing and happiness at work.
We offer solutions for organisations, leaders and individual employees alike, because we firmly believe in the shared responsibility of both employer and employee. Our interventions are always tailored to the organisation’s culture, priorities and specific needs.
Curious about how we can support you?
Check our services or topics or download our brochure
About the author of this article
Griet Deca is Chief Happiness and co-founder van Tryangle Happiness and Well-Being at Work and supports organisations, managers, teams and employees in working together to build greater wellbeing and happiness in the workplace.
As a keynote speaker with a smile guarantee, author, and seasoned trainer and consultant, Griet has a two-millimetre mission: to make sure everyone goes home after the workday with the corners of their mouth lifted two millimetres. And that makes a world of difference compared to going home with those corners turned two millimetres downward…
You can find more Tryangle blogs by Griet here. You can also get to know more about here via her own website or LinkedIn profile.
