DUERP : HRD obligations
Je vous apporte mon expertise sur le sujet du DUERP
Introduction
Peggy Girault fut assistante de prévention des risques psychosociaux au sein de l’Education Nationale du Rhône.
Maintenant, elle est experte en gestion du stress et en prévention reconstruction du burnout.
As such, she is providing us with her expertise on the subject of the DUERP: document unique d'évaluation des risques professionnels (single document for assessing occupational risks).
Elle forme les comités de direction, les RH, les managers, les employés à la gestion du stress en milieu professionnel et à la prévention du burnout. Elle apporte des conseils à la rédaction des DUERP afin de favoriser un climat de travail serein. La fin du télétravail demande encore de soigner le retour au travail au chacun pour éviter ce fameux burnout de septembre dont elle parle dans cet article de blog : le burnout de septembre.
Table of Contents
Qu’est ce que le DUERP ?
The DUERP, or Document Unique d'Évaluation des Risques Professionnels, is a transcription of the assessment of occupational risks that employers are legally obliged to carry out.
Ce qu’il comporte ?
It includes an inventory of the risks identified in each of the company's work units.
Concrètement, lorsque l’on parle du document unique, c’est l’ensemble des mesures mises en place dans l’entreprise pour préserver la santé et la sécurité des travailleurs, autant physique que psychologique. En effet, on pense souvent la sécurité corporelle mais on oublie souvent la santé émotionnelle et mentale !
Il s’agit :
- des actions de prévention des risques professionnels,
- des actions d’information et de formation ;
- de la mise en place d’une organisation et de moyens adaptés.
It is therefore not just a formal document, but rather an inventory of the risks AND the measures implemented by the employer to fulfil its safety obligation.
Often, we do a good job of taking stock of the risks, but we are often faced with a lack of ideas for measures to prevent these risks.
Devez-vous vous faire accompagner pour réaliser
votre DUERP ?
It really is better to be accompanied.
Why is this?
Because you need expertise and an outside perspective to identify and analyse risks, work unit by work unit. In other words, you need an objective viewpoint to help you get your head above the parapet.
Sur quoi s’appuyer pour réaliser ce DUERP ?
Whatever the size of the company, it's best to draw on both internal and external resources:
You can rely, for example, on a member of staff who will be designated as the person responsible for drawing up and updating the DUERP, as well as on the CSE and the Health and Safety Committee, if one exists.
Vous pouvez aussi trouver des appuis chez certains de vos interlocuteurs habituels, comme votre service de santé au travail, qui possède une approche et une méthodologie précise à vous apporter et qui est d’ailleurs tenu de réaliser différentes études des conditions
de travail dans l’entreprise.
Ce sont des prestataires, par exemple des consultants, des experts comme Peggy Girault, experte en stress au travail et prévention du burnout, ou encore des avocats, qui pourront vous aider à porter un regard extérieur et différent sur votre politique de prévention. En effet, au-delà de la seule identification des risques, ces professionnels peuvent vous apporter une véritable plus-value dans le choix des mesures de
prévention pouvant être déployées.
What are your legal obligations with regard to the DUERP?
Drawing up a DUERP for all employee structures
You must draw up a DUERP as soon as your company has one employee.
You must update the DUERP every year, or when you make a "major development decision that changes health, safety or working conditions". The DUERP is also updated as and when additional information concerning the assessment of a risk is gathered.
List collective data in appendices to the DUERP
Your DUERP must also list, in an appendix, the collective data useful for assessing the company's obligations in terms of arduous work. We are talking here about data useful for assessing individual exposure to so-called "arduous" factors and the proportion of employees exposed to these risk factors above the regulatory thresholds.
Finally, you are obliged to make the DUERP available to a number of people, starting with the employees themselves, staff representatives, the works doctor, the labour inspectorate and CARSAT (the French occupational health and pension insurance fund).
Dans le cas contraire,
qu’est-ce que l’on encourt ?
If we simply stick to the text, failure to transcribe or update the results of the risk assessment is punishable by a fine of €1,500 and €3,000 in the event of a repeat offence.
At first glance, the penalty does not seem so severe, especially as the Cour de cassation recently ruled that the absence of a single document does not automatically entitle the employee to compensation.
Indirect consequences: a lack of legal protection
However, the basic problem is much more serious than the problem of form, since in reality the absence or inadequacy of the DUERP will be an indicator proving that employees are working in a working environment with insufficiently identified risks, without having the appropriate preventive measures in place.
The employer is therefore directly liable and is exposed to claims for damages for breach of its safety obligation, as soon as the employee is able to establish the existence of a loss.
More specifically, you also run the risk of being found guilty of inexcusable misconduct if it is established that you were aware of a risk but did not take sufficient measures to protect your employees.
In all these cases, the DUERP is effective proof of the existence of a prevention policy within the company.
Quel est l’intérêt d’écrire un DUERP et de le mettre à jour chaque année ?
There are often two ways of looking at legal obligations: as a constraint or, on the contrary, as an opportunity!
This legal obligation makes sense! It means working to create a working environment that is not only safe but also conducive to employee commitment.
Generally speaking, don't see prevention as something rigid, but rather as a way of something we bring to life !
Clearly, make your DUERP a safety tool, but take advantage of the opportunity to transform it into a real communication and action tool for all your employees!
Comment faire ?
Set up a multidisciplinary working group
You could, for example, set up a multi-disciplinary working group to take action on the subject, or appoint a dedicated in-house contact to audit employees in each work unit. Together, you can promote a dynamic and constructive vision of prevention.
Consider physical and psychosocial risks
All too often we think of "physical" risks without considering psychological risks such as psychosocial risks, moral harassment, sexual harassment, sexist behaviour, stress, burnout, etc. These risks must not be ignored. These risks must not be ignored; they must also be assessed!
How can we do this? By starting to work on defining the sources of stress and unhappiness at work, and the behaviour considered inappropriate. This then enables us to build a action plan, monitoring indicators and efficient regulatory procedures
Comment intégrer les risques psychosociaux dans le DUERP ?
Ce qu’il comporte ?
Les risques psychosociaux (communément appelés RPS) désignent un ensemble de risques professionnels portant atteinte à l’intégrité physique et à la santé mentale des salariés. Parmi ces risques on trouve : le stress, la dépression, le harcèlement moral ou sexuel, l’épuisement professionnel et encore la violence au travail. Ils sont la cause de plusieurs maux et pathologies (problèmes de sommeil, dépression, troubles musculo-squelettiques, maladies psychosomatiques, etc.).
The consequences of psychosocial risks affect the physical and mental health of employees.
Quelques risuqes psychosociaux fréquents :
Occupational stress occurs when there is an imbalance between a person's perception of the constraints imposed on them by their environment and their own resources for coping with them. All professional activities, whether carried out on a building site or in an office, have physical demands (making movements, carrying loads, adopting a posture) but also mental demands (cognitive management of information and emotions).
Épuisement professionnel (burnout)
L’épuisement professionnel est surtout connu sous l’appellation anglaise burnout. Selon l’Organisation mondiale de la Santé (OMS), il se caractérise par un sentiment de fatigue intense, de perte de contrôle et d’incapacité à aboutir à des résultats concrets au travail . C’est une conséquence du stress chronique. Il faut 1 à 5 ans avant de s’en relever. La prévention de cet épuisement professionnel n’est donc pas à prendre à la légère. Chaque année, 1 millions de personnes tombent en burnout. Cette année, avec le COVID, cela a doublé, ce sont 2 millions de personnes qui sont tombées en burnout sévère !
Burnout can manifest itself in the following ways: physical, mental or emotional exhaustion, or a loss of self-esteem.
Moral harassment is abusive conduct which, through gestures, words, behaviour or attitudes repeated or systematic aims to degrade a person's working conditions. These practices cause psychological or physical problems that endanger the victim's health. Moral harassment is a technique for destroying others.
It is an action punishable by law because it constitutes a deliberate desire to harm a person's integrity.
La violence désigne tout acte ou tout autre comportement faisant en sorte qu’une personne est abusée, menacée, intimidée, harcelée ou attaquée dans son travail. En général, la violence au travail comprend les points suivants : Comportement menaçant, Menaces orales ou écrites, Excès verbaux, Agression physique… Il existe de nombreux modèles explicatifs de violence au travail réalisés à partir de la littérature.
It can therefore be caused by customers or colleagues, for example, and can be more or less serious.
Quelles sont les conséquences des risques psychosociaux ?
Consequences for the employee and the company
The effects of psychosocial risk factors on workers' health are numerous. They also have organisational and economic repercussions for companies, and a cost for society as a whole.
The consequences of RPS are generally classified into three categories:
- Les symptômes physiques : migraines et maux de tête, muscles tendus, fatigue inexpliquée, digestion difficile, malaises, etc.
- Les symptômes psychologiques : agacement, inquiétude, énervement, découragement, tension, problèmes de sommeil, insatisfaction, etc.
- Les symptômes comportementaux : addictions prononcées au café, au tabac et à l’alcool, troubles alimentaires, tendance à l’isolement, agressivité, etc.
Quelle prévention ?
Comment prévenir les RPS ?
It's difficult to implement preventive measures when you don't know how to deal with psychosocial risks. As a result, many companies are now focusing on detect the signs because it's the consequences of PSR that get noticed.
To prevent RPS, the first priority is to put in place a collective and individual organisation that is conducive to the physical and mental health of employees teamwork, use of employees' skills, sufficient room for manoeuvre, employee participation in decisions that affect them, training to optimise the organisation, etc.
Prevention is essential in dealing with psychosocial risks. And it is important that it takes account of individual needs if it is to be effective.
Quelle est la réglementation légale ?
The establishment of a DUERP by the employer is a legal obligation under article R.4121-1 of the French Labour Code. This document
ent concerns any employer or head of establishment with one or more employees.
Employers have a general safety obligation. It is up to them to assess the risks, including psychosocial risks, and to take the necessary measures to ensure the safety and protect the physical and mental health of their employees. This general obligation is based on a comprehensive approach to occupational risk prevention. The aim is not simply to comply with specific obligations, but to achieve the desired result.
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