Where does the concept of Quality Life and Working Conditions (QVCT) come from?

The origins of QVCT

Formerly called Quality of Life at Work (QWL), this concept originated in the 70s in the English-speaking world under the name of “Quality of Working Life”. It was in 1972, during the first international conference on QWL at Arden House, in New York, that this expression took shape. At that time, an International Council on Quality of Life at Work was established, bringing together researchers proposing a definition of QWL based on four fundamental principles:

• Physical integrity
• Psychological integrity
• The development of social dialogue
• The balance between professional and personal life.

At the same time, in France, theNational Agency for the Improvement of Working Conditions (ANACT) was created in 1973, thus marking particular attention paid to working conditions in the country. This dynamic continued at European level in 1975 with the creation of the European Foundation for the Improvement of Living and Working Conditions, also known asEurofound.

Thus, although the concept of QWL was officially recognized later in France, its origin and evolution reflect an ancient and constant concern for the well-being of workers on a global scale.

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From Quality of Life at Work (QVT) to Quality of Life and Working Conditions (QVCT)

In the 1970s, QVT focused mainly on improving physical working conditions to meet the challenges of rapid industrialization and social changes (employee needs, motivating factors, meaning of work, etc.). This concept has gradually expanded to include the psychological dimensions of work, such as satisfaction, mental health and employee engagement.

It was from the 2000s that the concept of quality of life at work began to take into account psychosocial risks (PSR) and musculoskeletal disorders (TMS).

In December 2020, a new ANI was signed, to change the official term QVT to that of QVCT.

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What is QVCT and why should you commit to it?

Only 67% of employees say they are generally satisfied with their quality of life at work, but half (49%) consider that the QVCT level in their company is tending to deteriorate.
Annual barometer of the Quality of Life at Work Observatory

However, the quality of life at work represents a crucial public health challenge, with its direct impact on the physical and mental health of employees.

The concept of Quality of Life and Working Conditions encompasses a set of elements that contribute to their physical, mental and social well-being. A high QVCT results in increased productivity, better talent retention, reduced absenteeism, and a more harmonious work atmosphere.

Participating in the Quality of Life and Working Conditions therefore means engaging in a proactive approach to improve the health and well-being of employees, while strengthening the performance and sustainability of the company. It is an opportunity to create a real positive impact on everyone's professional life and on the organizational dynamics of your company as a whole.

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Factors that contribute to the quality of life at work

Factors related to the quality of life at work vary depending on the context of the company, the characteristics of the employees, the type of activity it carries out, as well as its growth and development projects.

However, ANACT has identified 6 key dimensions to take into account:

1. Relationships at work & the social climate : the organization of internal meetings, the quality of times and places to break, the role of authorities, interpersonal communication workshops...
2. The content of the work : the autonomy to act on one's work, the means to carry out the work, the clarity of instructions, the distribution of the workload...
3. Health at work : feedback interviews after a long absence, the dissemination of the DUERP, the workplace environment and security...
4. Skills & career paths : individual interviews, the integration process, employability, access to training systems...
5. Professional equality for all : the relationship between private and professional life, equity in the treatment of employees, the commitment to combat gender inequality at work...
6. Participatory management & commitment : possibility of discussing work, the organization of employee absences, participation in change projects, the right to make mistakes...

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The societal commitment of employees in the service of Quality of Life and Working Conditions

The advantages of employee social commitment in terms of QVCT

Employee social commitment refers to a variety of actions involving all company employees around social, societal and environmental issues (skills sponsorship, internal awareness-raising actions, etc.). When it is genuinely integrated into the corporate culture, the societal commitment of employees can contribute significantly to improving the quality of life at work.

By encouraging employees to get involved in solidarity activities, companies contribute to their development and loyalty (Overview of the social commitment of employees, Komeet, 2025):

• 98% of committed employees would recommend that other colleagues take action;
• 90% of them feel that it has given more meaning to their daily lives;
• 88% of respondents believe that this contributes to their desire to stay in the company;
• And 97% of employees who got involved felt that they had been useful, that they had served a cause.

Employee engagement is not only beneficial for them, but also contributes to creating a more fulfilling and harmonious work environment.

See the guide 5 ways to improve employee engagement

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The associations to support to engage your teams around health and QVCT

There is no shortage of associations that work around health and quality of life and working conditions. These structures need financial and human resources to continue their mission and employees are in constant search of meaning. An opportunity to kill two birds with one stone!

The societal commitment of employees therefore plays an important role in the sustainability of their actions. But what are they?

Here are examples of associations around health and QVCT to support:

• With the ambition to make mental health a social, societal, cultural and political issue, the Bluemind Foundation has the mission of destigmatizing mental health and making care accessible for all.
• HELPERS is an association fighting HIV/AIDS and viral hepatitis that acts concretely throughout the country, through four complementary levers: prevention, support for affected or exposed populations, social transformation and research.
• My Pink Bonnet aims to give women at the end of cancer treatment the opportunity to pass on their hats, and to those in financial difficulties to be equipped at a lower cost.
• The Psychodon aims to connect associations, beneficiaries and sponsors in the field of mental health. The objective is to help them come together to innovate together and work on local projects and initiatives that go back to territories.
• ADSF — Taking Action for Women's Health aims to improve the care and the overall health status of women in situations of great exclusion by organizing actions that promote their access to care adapted to their gender and their life course.
• The Addictions France association aims to promote and contribute to a global policy for the prevention of the risks and consequences of the uses, misuses and misuses of alcohol, tobacco, illicit drugs and psychotropic drugs, excessive gaming practices and other addictions without products.

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6 ideas for actions to put in place to mobilize your teams around health and QVCT

Focus on concrete actions such as skills sponsorship and offer your employees the opportunity to mobilize with associations during their working time, for missions of general interest.

Do you need concrete ideas? We offer you some examples of actions:

• Participate At Duoday and make your teams aware of disability
• Making bags to carry post-operative drains with the association Lovely Solidarity ;
• Carry out a solidarity teambuilding with an association for the QVCT week, raise collective awareness of the subjects raised by the association, and help it in its actions while strengthening team cohesion;
• Donate blood With theFrench Blood Establishment.
• Organize solidarity challenges between colleagues to encourage participation and strengthen team spirit, while having a positive impact on the community. For example, you can organize a solidarity treasure hunt, a quiz on social commitment or even organize a collection of supplies.
• Carry out a donation campaign for the benefit of one or more associations and invite your employees to support them financially.

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QVCT week: a key moment to mobilize your employees

The QVCT week is a highlight that takes place every year in June and celebrates its 22nd edition in 2025.

Organized by ANACT, this event aims to improve employee well-being by raising awareness among employers and employees about the importance of mental and physical health, the prevention of occupational risks, and the improvement of working conditions.

This is the ideal time to raise awareness and encourage your employees to take action!

Also to read: The CSR highlights guide

In a world where societal and environmental challenges are becoming more and more significant, solidarity commitment and the promotion of well-being at work have become priorities for many companies. Is that your case? Find out how Komeet can help you!

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