While trains grind to a halt, many Brussels-based companies are flipping the switch to remote work. A flash survey of 535 small- and medium-sized enterprises conducted by HR services provider SD Worx shows that 50 % of SMEs in the capital activate work-from-home schemes when transport strikes hit, compared with just 11 % in Flanders and 21 % in Wallonia. (brusselstimes.com)
The numbers reflect hard-earned experience: Brussels workers rely heavily on public transport and have lived through five national strikes since March 2025. Businesses in manufacturing and construction, where tele-work is less feasible, report adjusting shift patterns (19 %), pre-warning customers about delays (16 %) and, in 5 % of cases, slowing or halting production.
![Half of Brussels SMEs pivot to remote work during transport strike, SD Worx survey finds]()
For global-mobility managers the message is two-fold. First, mobility and HR policies must be aligned: travel managers can cancel trips, but only HR can approve ad-hoc home-office arrangements or per-diem rules for workers stranded abroad. Second, enterprises should document strike-period working arrangements; Belgian labour inspectors can request evidence that remote-work rules respect health-and-safety and data-protection standards.
Companies elsewhere in Belgium may learn from Brussels’ example as rail unions signal more action. Embedding a flexible ‘strike mode’ – including remote-access VPNs, digital signature tools and meal-voucher alternatives – can reduce productivity losses and support worker wellbeing.
The numbers reflect hard-earned experience: Brussels workers rely heavily on public transport and have lived through five national strikes since March 2025. Businesses in manufacturing and construction, where tele-work is less feasible, report adjusting shift patterns (19 %), pre-warning customers about delays (16 %) and, in 5 % of cases, slowing or halting production.
For global-mobility managers the message is two-fold. First, mobility and HR policies must be aligned: travel managers can cancel trips, but only HR can approve ad-hoc home-office arrangements or per-diem rules for workers stranded abroad. Second, enterprises should document strike-period working arrangements; Belgian labour inspectors can request evidence that remote-work rules respect health-and-safety and data-protection standards.
Companies elsewhere in Belgium may learn from Brussels’ example as rail unions signal more action. Embedding a flexible ‘strike mode’ – including remote-access VPNs, digital signature tools and meal-voucher alternatives – can reduce productivity losses and support worker wellbeing.
Source: The Brussels Times
