Health and prevention at work: what changed in March 2022 

Since March 31, 2022, the law of August 2, 2021 (Strengthening prevention within companies and breaking down barriers between public health and occupational health) has been reinforced by new measures. Good news: monitoring employees‘ health in the workplace will be strengthened, as will prevention! For you, we’re outlining its main modalities. 

For better monitoring of workers’ health 

E-health serving workers 

The effects of the law start immediately: since March 31, employees can now request medical visits… Remotely! Indeed, if the employee agrees and the device allowing the online medical visit respects the confidentiality of exchanges between the employee and the practitioner, it is entirely possible to conduct the appointment via videoconference. However, beware: this should not become automatic. This system is put in place to facilitate scheduling appointments with a doctor, not to replace physical appointments. 

New appointments for health and prevention at work 

And occupational reintegration is once again a major issue. Indeed, every employee must now undergo a mid-career visit. And what’s the goal here? Detecting risks early on. This visit must be done at the age of 45 and can occur at the same time as another medical visit scheduled within two years preceding the employee’s 45th birthday. Among these visits, we can have: 

 

• a return-to-work visit; 
• a periodic visit; 
• or an information and prevention visit. 

 

Additionally, another appointment is now accessible to employees. Now, if a sick leave lasts beyond 30 days, the employer can ask their employee if they wish to have a liaison appointment. And this can occur during sick leave, as well as alongside the occupational health and prevention service. 

Attention, this appointment is not a medical visit. Its main objective is to maintain a connection with the employee, but above all to inform them. It’s the moment for the company to indicate to the employee on sick leave that they are entitled to benefit from: 

 

• actions to prevent professional disinsertion; 
• pre-return examination; 
• and also measures to adjust, adapt, or transform their workstation. 

  

Furthermore, the pre-return visit is also reinforced. Now, it can be offered to employees on sick leave for more than 30 days. That’s not all: the occupational physician can also initiate this visit. This is possible when the employee’s return to their workstation is planned in advance. 

During this visit, the occupational physician can really help preserve the employee’s health. How? Well, they can propose workstation adjustments, taking into account the person’s health status. 

  

An opening to the right to training for unfit or at-risk employees 

Now, disabled workers are no longer the only ones concerned by the Professional Rehabilitation Convention in the company: employees who are considered unfit or at risk by an occupational physician can also benefit from this program. And what does this mean in concrete terms? They will have 18 months – or less, if they wish – to train for a new profession within their current company or another, all while retaining their employment contract and associated remuneration.   

General practitioners, new allies of occupational medicine 

Starting from January 1, 2023, the medical follow-up of the employee can be carried out by a general practitioner working alongside the occupational physician. These doctors are called “corresponding practitioner physicians.” 

Expanded health and prevention monitoring 

Finally, it is important to note that occupational health monitoring is no longer reserved solely for employees of companies. It also includes temporary workers, employees of subcontracting companies, as well as providers and self-employed workers.