Health and work in 2026: what's changed for you and your team

Whether you're on sick leave, working alongside someone who is, or running a team, you've probably noticed that 2026 has brought changes. The new rules push in one direction: sick leave shouldn't be a full stop — it should be a process managed with common sense and clarity.

Here's what matters most for understanding how things work now.

1. Prevention is the default

You no longer have to wait until you're off sick to ask for adjustments. If you sense your health starting to slip, you can request changes to your role before things collapse. For any employer, this is an opportunity: adjusting workload in time is far more effective than losing talent to severe burnout.

2. Staying in contact is mandatory

Employers now have a duty to maintain contact with people on sick leave. It's no longer optional — every company needs a clear procedure on who calls and when. For workers, it keeps the professional bond alive; for employers, it signals that their people matter.

3. The appointment with the occupational physician (arbeidsarts)

If you're off for more than eight weeks, the visit to the occupational physician becomes mandatory. It isn't a guilt assessment — it's an evaluation of your work capacity.

The aim: to identify tasks you could safely and healthily perform.

What's new: a digital platform (TRIO) lets your GP, your medical advisor and your occupational physician share information, so you don't have to repeat your clinical history at every door.

4. What if the job can't be adapted?

If the evaluation concludes your current role isn't compatible with your health, it isn't the end of the line. You'll need to register with the regional employment office (VDAB, Actiris or Forem) and start looking elsewhere. Sometimes a change of environment is exactly what's needed.

5. The financial rules to know

Relapses: if you go back off with the same condition within eight weeks, the employer is no longer required to pay guaranteed salary.

Progressive return: this remains the key route back. If you're in this scheme, your company avoids certain extra costs — a real incentive for both sides to agree on a gradual, sustainable return.

An occupational physician's perspective

Having seen many return-to-work journeys, I'll be honest: the fear of the appointment with the occupational physician is usually worse than the appointment itself.

If you're the worker

Don't go in defensively. Go in as someone who wants their place back — with clear limits. Be honest about what you can no longer do and, just as importantly, about what gives you energy. That information is what protects you.

If you're the employer

Your employee isn't an admin task — they're your most valuable asset. When an occupational physician suggests an adjustment, don't read it as a bureaucratic nuisance. Read it as the piece that makes the person functional again. A well-managed return is one of the best investments you can make in your team's climate and stability.

Feeling lost, or want help preparing your return strategically? Get in touch and let's make this return work for everyone involved.