The number of Belgians under 30 on long-term sick leave due to depression or burnout rose by no less than 21.6% between 2022 and 2023. That’s according to the latest data from Belgium’s National Institute for Health and Disability Insurance (RIZIV). What’s driving these rising numbers? And more importantly: what can organizations do themselves to prevent long-term absenteeism?
An increasing number of young adults are dropping out of work due to mental health issues. The increase among people in their twenties (+21.6%) is significantly higher than among those in their thirties (+16.2%), forties (+7.6%), fifties (+5.6%), or sixties (+10.5%). On a national level, the numbers are record-breaking. By the end of 2023, more than half a million Belgians had been off work for over a year. Nearly 38% of them were out due to a mental health disorder. In 70% of these cases, it involved burnout or depression – a total of roughly 137,000 people. That’s a 44% increase compared to five years ago.
Is it private life or work pressure?
What’s driving this mental strain in the workplace? In our research, 64% of managers believe the main causes lie in people’s private lives. Workload comes in second (62%), and an unbalanced work-life situation rounds out the top three (47%). Employees see things differently: for them, workload ranks number one (69%), followed by the quality of leadership (49%) and again, work-life balance (46%). Yet less than 30% of employees say their manager has actually taken concrete action to reduce workload.
Is staying home the only option when struggling mentally?
Although depression and burnout figures are rising, staying home is not always the only path forward. In some cases, continuing to work — with the right support — can even help reduce the severity of mental health problems. It can also prevent long-term absence or performance decline. But this only works when the work environment adapts and allows for flexibility.
It starts with an open conversation in a safe space. But talking about mental health remains difficult: 31% of managers didn’t initiate a single conversation on the topic with their team in the past two years. If starting such a conversation feels hard, a neutral third party can help. Don’t just ask how someone is doing — ask what they need to stay on board. And make sure you don't just focus on the individual. Broader workplace conditions matter just as much.
What adjustments at work actually help with mental health issues?
Workplaces often lack the knowledge to understand what mental health issues are and how to come up with workable solutions together. How can you, as an employer, spot the early warning signs? What adjustments actually help? Reducing someone's workload may seem obvious, but it’s not always the best approach. Sometimes the answer lies in adjusting tasks, providing more structure, or offering different types of support.
Managers play a key role, but they’re under pressure too. More than a third (36%) say they lack time to talk about mental well-being or prevention with their team. At the same time, managers who do receive support themselves — from their own manager or a coach — are more likely to take preventive action. So investing in leadership development and manager well-being pays off twice: it benefits them, and their team.
What is psychological safety and why does it matter?
The psychosocial safety climate in an organization — that includes the policies, practices, and procedures in place to protect employees’ mental health — plays a major role in overall well-being. Yet nearly 40% of employees feel that senior leadership prioritizes performance over mental health. When people do feel that well-being is valued equally, they’re more likely to speak up and seek help, allowing problems to surface earlier.
How can organizations and doctors collaborate more effectively on mental well-being?
Finally, closer collaboration with the medical sector is essential. In 2023, Belgium paid out more than €2 billion in long-term sickness benefits for burnout and depression. And yet, with the right arrangements, work can actually be part of the healing process. Not every case requires a sick note. More dialogue between doctors and employers — with a neutral facilitator when needed — is crucial. By working together to find what works, we can help people stay employed and lower the societal cost. Organizations that invest in dialogue and tailor-made solutions will see long-term benefits.
