Risk Assessment Document (DVR — Documento di Valutazione dei Rischi)

RISK ASSESSMENT DOCUMENT (DVR — DOCUMENTO DI VALUTAZIONE DEI RISCHI)

Business/employer (datore di lavoro): ✓Business name / Employer (datore di lavoro) Number of employees: Number of employees

1. LEGAL BASIS AND NON-DELEGABLE DUTY 1.1. Under D.lgs 81/2008 (artt. 17, 28-29), EVERY employer with at least 1 employee must draw up a DVR assessing all occupational risks and the prevention measures adopted. 1.2. ⚠️ Drawing up the DVR is a non-delegable duty of the employer — it cannot be outsourced entirely to the RSPP or a consultant, even though they assist in preparing it. 1.3. A standardised, simplified procedure is allowed for businesses with fewer than 10 employees.

2. RISKS BY DUTY/ROLE 2.1. Risks by duty/role 2.2. Typical HoReCa risks: burns, cuts, slippery floors, manual handling. Typical salon risks: chemical exposure from dyes/products (rischio chimico) — mandatory to include explicitly in the DVR for hairdressing/beauty businesses.

3. PREVENTION MEASURES 3.1. Prevention measures

4. PERSONAL PROTECTIVE EQUIPMENT (DPI) 4.1. Personal protective equipment (DPI) provided

5. IMPROVEMENT PROGRAMME 5.1. Improvement programme

6. SAFETY ROLES 6.1. RSPP: RSPP (Responsabile del Servizio di Prevenzione e Protezione) 6.2. Medico competente, if health surveillance (sorveglianza sanitaria) is required: Medico competente, if health surveillance is required 6.3. RLS: RLS (Rappresentante dei Lavoratori per la Sicurezza)

7. ⚠️ DATA CERTA AND UPDATES 7.1. Date with legal certainty (data certa) of this DVR: Date with legal certainty (data certa) 7.2. Next scheduled update: Next scheduled update 7.3. The DVR must be updated whenever work processes change significantly or after any workplace incident.

8. SANCTIONS 8.1. Missing or inadequate DVR: sanctions in the range of approximately €4,000-8,000, with the possibility of an ostativo (business activity suspension) in serious cases.

— — — ⚠️ This is a boilerplate template, not legal advice. Italian employment, food-safety, privacy and consumer-protection law (the applicable CCNL — e.g. CCNL Turismo-Pubblici Esercizi/Ristorazione e Turismo, FIPE-Confcommercio, renewed 05.06.2024, in force until 31.12.2027 — the Statuto dei Lavoratori L. 300/1970, D.lgs 81/2015, the "Decreto Trasparenza" D.lgs 104/2022 as softened by DL 48/2023, D.lgs 81/2008, Regulation (EC) No 852/2004, Regulation (EU) No 1169/2011, the GDPR/Codice Privacy D.lgs 196/2003, the TULPS R.D. 773/1931 and the Codice del Consumo D.lgs 206/2005) is highly procedural, tied to fixed statutory calendars (comunicazione preventiva before every call-up, contestazione disciplinare timing, UNILAV deadlines, Alloggiati Web transmission windows) and changes frequently, with CCNL pay tables and sanction thresholds re-indexed periodically, and with some institutions (e.g. affitto di poltrona/cabina) still governed only by circolari and regional/ municipal rules rather than a single national law. Have this document reviewed and adapted by an Italian employment/legal advisor (avvocato giuslavorista / consulente del lavoro) and verified against the applicable CCNL, regional rules and current thresholds before use.