Since 2023, every Belgian company with at least 20 employees has been required to draw up an annual training plan. What initially felt like a legal obligation has increasingly become a strategic tool for sustainable talent development, employee retention and organisational growth.
Yet one area is still too often overlooked: language training.
In a diverse organisation, language is not just another skill. It is a key factor in workplace safety, effective communication and inclusion.
What is a training plan?
A training plan is an annual document that outlines which training initiatives your organisation will offer to its employees. It typically includes:
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the training courses that will be provided
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the employee groups that are eligible
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the type of training (formal, informal, on-the-job, coaching, e-learning, etc.)
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the timing and learning objectives
The training plan must be drawn up and communicated by 31 March of the current year.
For HR and L&D teams, this makes the beginning of the year the ideal moment to take a structured look at development needs across the organisation. A well-designed training plan provides a clear framework to:
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develop future-proof skills
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support strategic business objectives
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increase employee engagement and retention
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better align the skills of a diverse workforce
Practical tips for a strong training plan.
1. Start with a thorough needs analysis
First, map out the training needs within your organisation at three levels:
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Individual: performance reviews, development plans, assessment results
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Team: process bottlenecks, error analysis, workload challenges
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Organisation-wide: strategic goals, digital transformation, safety requirements, language barriers
Combine quantitative data (evaluations, incident reports, KPIs) with qualitative input (interviews, input from managers, employee surveys).
Tip: create a short questionnaire (maximum 10 questions) for managers focusing on performance, language skills, digital competence, safety awareness and collaboration. This helps you gather consistent input across the organisation and identify priority training needs quickly.
2. Define clear learning objectives
Set learning objectives that are:
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clear (what should the employee be able to do?)
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measurable (how will success be assessed?)
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relevant (why does this matter?)
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time-bound (by when?)
This ensures training initiatives are not isolated activities, but targeted actions that contribute directly to business results.
Tip: use the formula “After this training, the employee will be able to …”
For example: After this training, warehouse employees will be able to understand and correctly apply safety instructions in Dutch.
3. Diversify your learning formats
Not every employee learns in the same way. Offering a mix of learning formats increases engagement and learning effectiveness:
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classroom-based training
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online sessions
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e-learning modules
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microlearning through short videos or quizzes
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coaching
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blended learning programmes
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on-the-job language immersion sessions linked to real work situations
4. Actively involve managers
Managers play a crucial role in the success of training initiatives:
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they identify needs more quickly
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they create space and time for learning
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they encourage behavioural change after training
Support them with a simple toolkit, such as:
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a checklist: “How to support a learning journey”
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practical feedback tips to guide employees
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a monthly overview of ongoing training initiatives
5. Monitor and evaluate continuously
Measurement is essential to ensure training has real impact:
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During training: attendance, engagement, progress
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After training: evaluation of learning objectives
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On the job: improved performance, fewer errors, greater autonomy
Tip: introduce a simple three-question evaluation after each training course:
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What can you do now that you couldn’t do before?
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Where have you already applied this?
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What do you still need to apply this more effectively?
These insights can then feed directly into next year’s training plan.
Why language training deserves a fixed place in your training plan.
Language training deserves a permanent place in your training plan. Not because it is mandatory, but because multilingualism is a daily reality in Belgian organisations.
Rather than seeing language training as a “nice-to-have”, it should be recognised as a critical core competence.
Improved workplace safety
In manufacturing, logistics, healthcare and construction, miscommunication can lead to errors or accidents. Language training reduces risks and strengthens the overall safety culture.
More efficient collaboration
Teams work faster, make fewer mistakes and communicate more smoothly. Language is quite literally the foundation of efficiency on the work floor.
Stronger onboarding of non-native employees
Improved language skills accelerate integration, increase retention and help new employees become productive more quickly.
Greater inclusion and well-being
When employees feel understood and are able to express themselves, engagement, confidence and job satisfaction increase. They feel heard, valued and more connected to their team.
Support for growth and internal mobility
Language proficiency opens doors to career progression, training opportunities and clearer internal and external communication.
Tip: include language observations in your onboarding checklist to identify language needs from day one.
Subsidies and financial support for language training in Belgium.
Belgium offers a wide range of subsidies to partially finance language training — and training in general. These include:
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sector funds such as Cevora, mtech+, Co-Valent, Alimento, and others
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Employability vouchers
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Training incentives in Brussels via Actiris and Bruxelles Formation
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Training vouchers for employees
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VDAB support for specific training pathways
Would you like to know which subsidies apply to your organisation or sector? We are happy to guide you through the available options. You can find an overview here on our website.
Frequently asked questions about the training plan.
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What is a training plan?
A training plan is a compulsory annual document for Belgian companies with at least 20 employees. It outlines which training courses will be offered, to which employee groups, with which learning objectives and within what timeframe. -
Is language training mandatory in a training plan?
No, language training is not legally required. However, it is strongly recommended, particularly in sectors where safety, collaboration and inclusion are critical.
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When must the training plan be completed?
The training plan must be finalised and communicated by 31 March of the current year.
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Is language training eligible for subsidies?
Yes. In many cases, language training can be partially subsidised through SME schemes, sector funds and regional authorities. An overview is available on our website.
Strengthen your team with better language skills?
A training plan is far more than a legal obligation. It is a strategic tool for building a strong, future-proof organisation. By giving language training a prominent place in your plan, you invest in safety, efficiency, inclusion and retention.
And with the right subsidies, that investment becomes far more accessible.
Curious to see how BLCC can make a difference for your organisation?
Contact us for an informal discussion.