What does the coalition agreement mean for the labor market? Our experts share their vision

The coalition agreement of Bart De Wever and his team includes numerous measures that will have a significant impact on the labor market. Older employees will still have the option to work part-time through a phased retirement scheme starting at the age of 55. Additionally, the word ‘training’ is mentioned no fewer than 56 times in the agreement, emphasizing the importance of lifelong learning. Our experts from Next Generation Work have analyzed the proposed plans and share their initial insights here.

Professor Peggy De Prins highlights a striking paradox among employees aged 55 and over. On one hand, some workers wish to reduce their workload, but this can come at the expense of their pension rights. On the other hand, others want to continue developing their skills, even though expectations for their growth within the organization tend to decrease. This creates a situation where tailored solutions are essential.

Research also shows that there is a certain ‘employee silence’ within this group: employees aged 55+ talk less openly about physical issues or difficulties in their personal lives. They also feel less able to be themselves in the workplace. This points to a taboo that must be broken in order to create truly sustainable career paths that cater to individual needs.

Professor Ans De Vos points out that the word ‘training’ appears no fewer than 56 times in the coalition agreement. This confirms the importance of lifelong learning across all sectors – including within the government itself. The training measures announced in areas such as the police and fire services highlight that future-proofing the workforce requires a strong focus on employability. It will be crucial to look beyond short-term needs and to avoid reducing learning to training alone. Large-scale societal transitions demand an integrated learning and career initiative.

To achieve this, it is important to quickly provide clarity on the proposed flexibilization of individual training rights and to further develop a strong lifelong learning policy at the Flemish level.

Companies can play an active role by implementing a sustainable career policy in which training is an integral component. This also means taking the career stage of employees into account. Particularly in times of major transitions, it is necessary to connect training with a broader career perspective, both for younger and older employees.

Professor Kathleen Vangronsvelt emphasizes that prevention is crucial to avoiding long-term absenteeism. Our research identifies five mechanisms that explain why people call in sick, and how managers can address them. This is not just about showing empathy and understanding; it is about core managerial tasks such as fostering a strong group identity, setting an example, and ensuring a healthy work environment.

The research also shows that focusing on a healthy work environment has a greater impact on well-being than interventions aimed at individuals. Investing in aspects such as clear expectations, colleague support, and decision-making autonomy has a more significant effect on employee well-being than workshops designed to make employees themselves more resilient or stress-resistant. This calls for a holistic approach in which employers invest in long-term well-being.