Let’s celebrate the 25th anniversary of the Act on well-being of workers!

Well-being Act
What is the Act of August 4, 1996 on well-being at work? What does it mean for companies? Who can help? Learn more about it here.

The Act on well-being at work celebrated its 25th anniversary this year!

What’s the Act of August, 4 1996 on well-being of workers?

The Act of August 4, 1996 establishes a structure for planning a well-being policy in companies. Its goal is to reduce professional risks and improve working conditions.

Before this Act was passed, the legislation only mentioned 2 factors for well-being:

✅ Health

✅ Safety of workers

But well-being at work goes beyond good physical and mental health. It is a feeling of satisfaction, of fulfillment in our work. For this reason, it has been extended to other factors:

✅ Psychosocial aspects

✅ Work hygiene

✅ Ergonomics

✅ Embellishing the workplaces

As you see, musculoskeletal disorders and psychosocial risks (stress, burnout, harassment, violence, etc.) are now addressed.

What does it mean for companies?

This legislative framework is part of a prevention dynamic. Companies must be aware of the importance of taking the necessary measures to promote the well-being of their employees while performing their work.

Therefore, a global (every 5 years) or annual prevention plan must be set up within companies.

  • Its objective? To improve working conditions.

  • How? By assessing the various risks.

  • Outcome? The establishment of a well-being policy.

Also, you need to make sure to:

  • Focus on collective rather than individual protective measures

  • Include all of the wellness factors listed above

Who can help?

Companies are not alone in this! Several solutions exist:

👉🏻 eBloom helps companies collect the feelings of their collaborators.

How does it work? eBloom is a digital solution to regularly ask feedback from workers. As a company, you can choose:

  • The frequency with which you want to take the pulse of your teams

  • The topics you want to survey them about

Collaborators respond anonymously according to their level of satisfaction. You get a real-time dashboard that shows the results. Listen to your people is a way to collect feedback that is precious to make decisions. It gives you the keys to develop a primary preventive strategy for their fulfillment at work.

👉🏻 You can also call on internal or external prevention and protection services at work. There, prevention advisors will help you to manage risks. Each advisor is specialized in a specific well-being factor.

👉🏻 You can also refer to the Code of well-being at work, which includes all the regulatory requirements of the Well-being Act.

Let’s not forget that the employer isn’t the only actor in the well-being policy at work. The employee is also involved in the obligation to ensure his or her own well-being as well as that of the people with who he or she works.

Employees’ perception of their well-being has physical and psychological consequences. It’s therefore important to pay attention to it because this perception has a direct influence on their:

💥Motivation

💥Fulfillment

💥Engagement

💥Performance

To help you improve the well-being of your team, here are 7 keys to boost well-being and performance at work.

Ready to act?

Book a demo below and we’ll show you how 💬

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