From now on, the employer must be assisted by a person internally or outside the company to manage the prevention of professional risks.
Several risks are detectable in business. In order to better control risks and ensure the safety of its teams, the employer must surround itself with dedicated skills. These help it manage the detection and assessment of risks.
In the event of a lack of personnel or specific skills internally, it will have to call on external stakeholders.
Case no. 1: The designation of an internal employee
If prevention is managed internally, the employer must designate one or more competent employees (the “workplace health and safety representative”). The tasks assigned require occupational health and safety skills. Solid experience in these areas is also required.
This decision as well as the employee’s choice must be submitted for opinion to the Social and Economic Committee (CSE). This now brings together the former bodies of staff representatives and the CHSCT.
The designated person will notably be responsible for drafting instruction sheets on compliance with safety instructions as well as warnings. To carry out their duties and acquire these skills, they have full access to specific training in health and safety at work. She can benefit from it if she wishes.
Case no. 2: Recourse to an external intervener
In the second case, if the employer chooses to call on a worker outside the company (an IPRP: Professional Risk Prevention Speaker), he must first seek the opinion of the Social and Economic Committee (CSE).
This introduction of a third party expert into the company must be the subject of a convention. This written document aims to precisely formalize the activities entrusted and the intervention methods. It also specifies the means granted to the service provider to carry out its mission.
See the decree here
