Here is the ergonomics legislation from
Djibouti
The information here was collated from official online sources by Ergo Global ergonomists. All information is for general purposes and cannot be considered 1-to-1 legal advice. Ergo Global disclaim any liability relating to the information provided on this page.
To Note
Djibouti does not have a single “ergonomics act,” but ergonomics regulation is integrated into its Labour code 2006.
Page last updated: 14/08/2026
The Duties of
The Employer
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Article 121
To protect the life and health of employees, the employer is required to take all necessary and appropriate measures adapted to the operating conditions of the business.
In particular, the employer is required to arrange the facilities and regulate work processes in such a way as to best protect employees from accidents and illnesses.
Specifically, the premises must be kept in a permanently clean condition.
Machines, mechanisms, transmission devices, tools, and equipment, whether mechanical or manual, must be installed and maintained in the best possible conditions of safety and cleanliness.
Motors and rotating machinery must be equipped with the necessary guards to protect the physical integrity of workers. -
Article 122
Every employer is required to provide practical and appropriate information on health and safety for newly hired employees, those changing jobs or techniques, and those returning to work after a work stoppage of more than six months.
This information must be updated for the benefit of all staff in the event of changes to legislation or regulations.
The Duties of
The Employee
-
Article 124
The employer or their representative must organize ongoing monitoring of compliance with the Hygiene and safety rules.
Employees, for their part, must use health and safety equipment correctly and refrain from removing or modifying it without the employer's authorization.
Any employee who, during the performance of their work or while performing their work, has objective and serious grounds to believe that continuing or starting work presents a serious and imminent risk to themselves and/or others, or to the company, has the right and the duty to stop work or refrain from starting it.
They must immediately notify:
* the head of the company or establishment or their representative for measures to be taken to eliminate the risk;
* the employee representatives, if any, and the Labor Inspector to inform them. The employee responsible for the act described in the preceding paragraph may not be subject to disciplinary action unless there is abuse. In that case, the employer must, before any sanction is imposed, submit evidence of the abuse to the Labor Inspector . The employer must also inform the employee representatives, if any.
The Labor Inspector must, within three working days of being notified, issue a ruling on the evidence submitted before the employer takes any disciplinary action.
What's next?
Step 1
Run an ergonomics audit following these regulations.
Step 2
List out the gaps in your ergonomics policy.
Step 4
Contact Ergo Global for more support where needed.
