Semaine QVCT 2025: a strategic lever for companies and complementary social protection

A 2025 edition under the banner of dialogue and health in the workplace.

The Semaine de la Qualité de Vie et des Conditions de Travail (QVCT), organized each year by theAgence nationale pour l'amélioration des conditions de travail (Anact), will be held this year, from June 16 to 20, 2025. This 22nd edition will focus on the theme: “ Talking about work is productive”. Consultthe full programonline.

This choice underlines the importance of professional dialogue and the mental and physical health of employees. Indeed, these are essential levers for improving the quality of life at work and the social performance of organizations. QWLW 2025 will provide an opportunity to share views on workloads, quality criteria, working hours, the challenges and opportunities of AI for HR, and more.

QVCT: a paradigm shift since 2022

In 2022, QWL (Quality of Life at Work) has become QWLC (Quality of Life and Working Conditions), a change that reflects a broader ambition.

It's no longer just a question of making the working environment pleasant, but of acting on the actual conditions under which work is carried out, be they physical, psychological or organizational.

This means taking into account all employees' expectations: work-life balance, meaning of work, recognition, as well as physical, mental and financial health.

Health, posture, budget: prevention on all fronts

In 2025, more than ever before, QHCT requires targeted, concrete prevention focused on the well-being of employees in the workplace.

Companies can enrich their QWL policy with accessible and motivating actions, such as :

• Organizing company health check-ups
• Call in an ergonomist to improve workstations
• Offering relaxation, sophrology or yoga sessions during the lunch break are concrete, visible and much appreciated gestures.
• Conducting an engagement survey

In addition to the QVCT 2025 week, psychological support, via a confidential helpline or sessions with a partner psychologist, is also becoming a strong lever for preventing psychosocial risks (PSR), throughout the year.

More and more employers are also setting up individualized welcome or return-to-work programs after a long absence, with a view to listening, building trust and preventing relapses.
These initiatives meet employees' needs while consolidating the image of a company that is attentive to their reality.

Concrete, targeted initiatives that reinforce commitment

In addition to these basic needs, other prevention initiatives can target specific issues. Indeed, the QVCT 2025 week is also an opportunity to address specific issues, such as :

• Musculoskeletal disorders, common in the technical and logistics sectors. MSDs are the second most common cause of absenteeism, after psychological disorders, which are the leading cause of long-term stoppages.
• Or financial difficulties (financial stress or budget imbalances), often the source of silent malaise.

Workshops on nutrition, sleep, budget management or even retirement planning provide a pragmatic response to concrete needs. These approaches encourage responsibility and projection, and foster a feeling of genuine concern on the part of the company for the day-to-day lives of its employees. They are fully in line with the theme of this year's edition, which focuses on dialogue around real work, its constraints and resources.

Supplementary social protection, a pillar of quality of life at work

In this context, supplementary social protection takes on its full meaning. Today, it is no longer a mere fringe benefit, but a structuring tool in HR's QHTC policy. Quality health cover, tailored to employees' needs and the realities of their daily lives, reduces inequalities in access to care, eases concerns and contributes to a better social climate.

Similarly, well-calibrated contingency cover reassures employees in the face of life's hazards (illness, accident, disability).