Through this file dedicated to the management of the medical surveillance of the employees within the context of occupational health, we offer you an update on the new measures related to the management of individual medical monitoring visits.
Employee medical surveillance, changes from 2017
If from a regulatory point of view, since the publication of the decree in the Official Journal, there are indeed modifications to be taken into account in the planning of the visits, the management and organization of medical visits remains for Omag Consulting, an activity in its own right fully integrated into its human resources outsourcing services.
These regulatory changes have led to a new terminology for human resources managers in charge of managing the visits. The term “pre-hiring medical examination” has been replaced in common usage by “information and prevention examination (VIP)”, for employees requiring a simple follow-up. The purpose of this visit is not to ensure that the employee is fit for his or her job, but to inform and raise awareness about possible risks and means of prevention.
Occupational physicians and occupational health professionals remain the main interlocutors and continue to play their roles in terms of prevention which were already assigned to them in the medical surveillance of employees.
Since January 1, 2017 the new decree (decree n° 2016-1908 of 27/12/2016) concerning the modernization of occupational medicine has entered into force, the decree was published in the Official Journal on December 29, 2016.
Medical surveillance of the employee, management of individual follow-up, the main lines of the new decree
From a general point of view, with respect to the “management of the employee’s medical surveillance, the new decree aims to provide for the organization of the individual monitoring of the worker’s state of health. In particular it sets out the manner in wich the initial visits (the information and prevention visit) will be carried out, as well as their periodic renewals, while taking into account the type of position held, the specific risks related to the work activity and environment, age and state of health of the employee. It takes into account the duration of the contract (fixed or temporary).
As part of the modernization of the “labour” law, the new decree specifies the elements concerning the employees exposed to particular risks, thus it is written that they benefit from a pre-employement medical examination with aptitude for hiring.
The new decree provides new information on the incapacity observed, an easier procedure for the conclusion of incapacity and simultanously the appeal against the decisions rendered by the occupational doctor is revised.
