Belgian employees seek sense of stability ​

Brussels, 30 September 2026 – Belgian employees are markedly less confident about the future than their international peers, according to professional services firm PwC’s annual Global Workforce Hopes & Fears Survey. In a labour market facing pressure worldwide from the implementation of artificial intelligence, economic uncertainty and rapidly changing expectations, Belgian employees are seeking a sense of stability more than ever. At the same time, the research shows that employees are adapting to change: by developing new skills and embracing technology, they are strengthening their position in the labour market. “Belgian employees are not resisting change, but they need greater certainty, clarity and trust,” says Axel Smits, Workforce Lead Partner at PwC Belgium.

PwC’s annual Global Workforce Hopes & Fears Survey explores the expectations, ambitions and concerns of employees worldwide. The 2026 edition surveyed nearly 50,000 employees across 48 countries and regions, including 1,041 employees in Belgium, about how they view their jobs and their future. The results highlight both the value of AI skills and a divide between those who see opportunities and those living with uncertainty: employees want to adapt to change, but not everyone feels equally prepared for what lies ahead, including in Belgium.

Preparing for a changing workforce

Economic realities are weighing on employees worldwide, who are increasingly concerned about job security, and this concern is even greater among Belgian employees. While almost one in three employees globally feels highly confident about their job security, this applies to fewer than one in four employees in Belgium. Alongside pay and additional benefits, job stability remains an important factor when choosing a role for around half of Belgian employees, compared with only four in ten employees globally.

However, the global survey also shows that employees are increasingly encountering new technologies, changing responsibilities and the need to learn new skills as a result. Job security is no longer only about retaining a role, but also about feeling confident that one is prepared for a changing labour market.

AI is becoming an increasingly important driver of growth and development

When it comes to AI use, Belgium broadly follows the same pattern as other Western economies. Some 56% of Belgian employees use artificial intelligence at work, a share comparable with Western Europe and North America, at 56% and 55% respectively. However, the study shows that regions such as the Middle East and Asia Pacific are clearly further ahead in workplace AI adoption, with 80% and 72% of employees respectively using the technology at work.

PwC highlights the benefits of this adoption: employees who actively use AI not only feel more productive, but are also more confident about their professional future, their skills and their prospects in the labour market.

Notably, Belgians are no more likely than employees elsewhere to see AI as a threat. Just one in five considers AI a major risk to their job, the same proportion as globally. The challenge therefore lies less in fear that AI will threaten job retention and more in how quickly employees adopt the technology and benefit from it.

PwC sees this as an important opportunity for Belgian employees and employers alike. Employees who develop AI skills strengthen their position in the labour market. Organisations need to support employees in integrating AI into their day-to-day work in a practical and relevant way. The global survey shows that employees who combine sought-after skills with active use of AI are particularly well placed to emerge stronger from change. These employees are among the most confident, motivated and ambitious profiles.

Their success shows that long-term employability increasingly depends on a combination of individual initiative, continuous development and a working environment that encourages learning and innovation. This is where the opportunity lies for Belgium: enabling more employees to build the skills and confidence needed to thrive in a rapidly changing labour market. Investing in those who are not yet able to work with AI can make a world of difference. Today, this group is less motivated and has less confidence in both their jobs and their management.

Flexibility remains an important expectation

Job security may be important to Belgian employees, but that does not mean they are willing to compromise on flexibility. On the contrary, working from home is firmly established, while additional monitoring measures attract little enthusiasm.

Belgian employees are also clearly opting for a new work-life balance. Some 41% work mostly or entirely from home, compared with around a quarter globally. Belgium also sits slightly above the Western European average of 38%, indicating that hybrid and home working are more firmly established here than in many other parts of the world. The downside is that additional monitoring measures attract very little enthusiasm: only one in three would welcome further monitoring in the workplace.

This attitude reflects a broader trend visible in the survey. Employees are not only seeking certainty about their jobs and future prospects, but also expect to be trusted in how they organise their work. Younger generations in particular increasingly regard flexibility as a fundamental part of being a good employer.

“To give employees trust, autonomy and development opportunities, employers also expect high levels of motivation and engagement in return. As the war for talent appears to be cooling, it remains to be seen how employers will continue to respond to the high expectations of younger workers. Employers are willing to invest in development, but this must be matched by commitment. Simply asking for greater flexibility is therefore unlikely to be enough in future to remain relevant in a competitive labour market,” says Axel Smits, Workforce Lead Partner at PwC Belgium.

Trust and development are becoming key to resilience

In a changing labour market, the emergence of new skills is inevitable. Almost all respondents worldwide developed new skills over the past year, and more than half learnt to use new tools and technologies. Employees are also being given ample opportunity to do so: three in four believe they have sufficient opportunities to acquire new skills. The picture is different in Belgium, where only two in three are convinced this is the case. Confidence in their own ability to learn new capabilities is also lower: 67% of Belgian employees say they are confident in their ability to develop new skills, compared with 77% globally and 76% in Western Europe.

“This is an important message for the education sector, which must ensure that young people enter the labour market with sufficient confidence in their skills and resilience. Closer collaboration between education and the world of work, with businesses providing insight into the practical realities of the workplace, could offer significant added value.” concludes Patrick Boone, Chairman of PwC Belgium.

Finally, Belgian employees are less confident than their international peers in their professional resilience, which may also explain their concerns about job security. PwC’s findings nevertheless show that employees with access to training and personal development not only feel better prepared for change, but are also more confident about their professional future. Investing in AI and other skills is an important driver of both motivation and sustainable employability. It is striking that those with less exposure to AI tools and their potential applications in their role also feel less connected to broader learning opportunities. Engaging this group in particular could deliver significant value for both employees and employers.

Notes to Editors

About PwC’s Global Workforce Hopes and Fears Survey 2026

PwC’s Global Workforce Hopes and Fears Survey 2026 gathered responses from 49,364 workers across 48 countries and regions and 29 sectors in May and June 2026. The figures in this report are weighted proportionally to the working population’s gender and age distribution in each country or region, ensuring workers’ views are broadly representative across all major geographies. ​

About PwC ​

At PwC, we help clients build trust and reinvent so they can turn complexity into competitive advantage. We’re a tech-forward, people-empowered network with more than 360,000 people in 130+ countries and territories. Across audit and assurance, tax and legal, deals and consulting, we help clients build, accelerate, and sustain momentum. Find out more at www.pwc.com. ​ ​ ​ ​