Single Occupational Risk Assessment Document (Document unique d'évaluation des risques professionnels, DUERP)

SINGLE OCCUPATIONAL RISK ASSESSMENT DOCUMENT (DOCUMENT UNIQUE D'ÉVALUATION DES RISQUES PROFESSIONNELS, DUERP)

Employer: ✓Employer name

1. LEGAL BASIS AND SCOPE 1.1. Under the Code du travail, EVERY employer — including a business with a single employee — must assess the occupational risks to which employees are exposed and record the assessment in a single document (document unique). 1.2. ⚠️ From 27 June 2026, under the loi du 11 mai 2026 on combating social fraud, the employment inspectorate can impose a DIRECT ADMINISTRATIVE FINE — with no need to go through a court — of up to €4,000 PER EMPLOYEE for a missing or inadequate DUERP, doubled to €8,000 per employee on repeat within 2 years.

2. WORK UNIT AND HAZARDS 2.1. Work unit assessed: Work unit (unité de travail) 2.2. Hazards identified: Hazards identified 2.3. Risk level: Risk level

3. PREVENTIVE MEASURES 3.1. Preventive measures

4. SECTOR-SPECIFIC HAZARDS 4.1. Sector-specific hazards

5. RESPONSIBILITY AND UPDATE FREQUENCY 5.1. Responsible person: Responsible person 5.2. Employee headcount band 5.3. Last update: Last update date. Next scheduled review: Next scheduled review date.

6. RETENTION 6.1. Retention note 6.2. ⚠️ Do not overwrite prior versions — keep each dated version of the DUERP for 40 years, as required to support any future occupational-disease claim by a current or former employee.

Prepared by: Responsible person Approved by: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. French employment, consumer-protection and data-protection law (Code du travail, Convention collective HCR "CCN HCR", Code de la consommation, RGPD/CNIL, Regulation (EU) No 1169/2011 "INCO") is highly procedural, includes fixed statutory calendars (e.g. the entretien préalable and rupture conventionnelle timelines) and changes frequently — statutory figures (SMIC, grille HCR, sanction amounts) are re-indexed periodically. Have this document reviewed and adapted by a French employment/legal advisor (avocat en droit du travail / expert-comptable) and verified against the current rates before use. Under the loi Toubon (Law No. 94-665 of 4 August 1994), documents intended for use in France — employment contracts, consumer information, mandatory workplace notices — must be available in French; where a French-language version of this document is also used, that version prevails in case of conflict.