Here is the ergonomics legislation from
France
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
France does not have a single “ergonomics act,” but ergonomics regulation is derived from its Labour Code.
Page last updated: 06/02/2026
The Duties of
The Employer
- Assessment reporting - The employer shall transcribe and update in a single document the results of the assessment of the risks to the health and safety of workers which he carries out.
- Risk resolution - After analysing the working conditions and assessing the risks of all positions with a display screen, take appropriate measures to remedy the risks observed.
- Breaks - The employer shall organise the worker's activity in such a way that his or her daily working time on a screen is periodically interrupted by breaks or by changes in activity that reduce the workload on a screen.
- Environment - The employer shall Provide an appropriate physical working environment and workstation shall meet minimum requirements as stated in the Labour Code.
- Information and training - The employer shall provide information and training to workers on the procedures for using the screen and the work equipment in which the screen is integrated.
- Eye examination - The employer shall only assign a worker to work on a display screen if he or she has been the subject of an appropriate eye and vision examination as part of the information and prevention visits.
- Special corrective devices - If the results of medical surveillance make it necessary to correct the work in question and if normal corrective devices cannot be used, the employer shall provide workers on the display screen with special corrective devices relevant to the work concerned.
The Duties of
The Employer
🏠 for Remote Work
- Rights - The employer must ensure the teleworker has the same rights as the employee who carries out his work on the company's premises.
- Information - The employer must inform the employee of any restrictions on the use of IT equipment or tools or electronic communication services.
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Interview - To organize an interview each year which focuses in particular on the employee's working conditions and their workload.
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.
