“Every five years”: what the law actually asks for.
No article of the Code on Well-being at Work sets a frequency for the psychosocial risk analysis. The “every five years” comes from the global prevention plan. What that changes for you.
How often does a psychosocial risk analysis have to be redone?
This is the most widely misunderstood point on the whole subject. No article of the Code on Well-being at Work sets a frequency for the psychosocial risk analysis itself.
What the law asks for is dynamic risk management: an update whenever circumstances call for one: a reorganisation, repeated incidents, a change of leadership.
The “every five years” everyone quotes comes from somewhere else: it is the lifespan of the global prevention plan. The annual action plan, for its part, is submitted for opinion before 1 November.
Three documents that get confused.
What triggers an update.
- A reorganisation or a merger
- A change of leadership or of the management line
- Repeated incidents, complaints, or a rise in absenteeism
- A significant change in working conditions or in the content of the work
- Anything that makes the previous analysis no longer representative
Continuous measurement settles the question: instead of redoing a full analysis on a fixed date with no particular purpose, you see during the year whether something is deteriorating, and you then know where to look. That is what the “steered prevention” level gives you.
The other questions on the legal framework.
This page sets out the Belgian well-being-at-work framework in plain language. It is not legal advice. For your own situation, rely on your prevention adviser for psychosocial aspects. Last reviewed: September 2026.
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