Here is the ergonomics legislation from
Monaco
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
Monaco does not have a single “ergonomics act,” but ergonomics regulation is integrated into its Sovereign Ordinance No. 3.706 and its Law No. 637.
Page last updated: 21/05/2026
The Duties of
The Employer
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Sovereign Ordinance No. 3.706, Article 2 - Determinations and requirements
Ministerial decrees determine:
Primary(1°) General hygiene and safety measures applicable to all establishments subject to these regulations, particularly with regard to lighting, ventilation, drinking water, cesspools, dust and vapor removal, fire precautions, staff accommodation, etc.;
Secondary(2°) Specific requirements relating to hygiene and safety concerning certain professions or certain modes of work, as and when the needs are identified [ 1 ] . -
Law No. 637, Article 2 - General responsibilities
The Occupational Health Office has, in particular, the mission of preventing any deterioration in the physical and mental health of employees due to their work.
To this end, it:
1) ensures, by means of medical examinations, the individual monitoring of the state of health of each employee, taking into consideration the risks concerning their safety and health at work, the arduousness of the work and their age;
2) advises the employer and employees in order to ensure the adaptation of workstations to employees, to avoid or reduce occupational risks and to ensure the general hygiene of the company;
3) observes working conditions and locations in order to identify occupational risks and adapt employee medical monitoring to these risks;
4) monitors, in conjunction with the Labour Inspectorate, the general hygiene of the company and the safety of employees;
5) participates, where appropriate, in conjunction with the Labour Inspectorate, in all research, studies and investigations, in particular of an epidemiological nature, falling within the scope of its missions. -
Article 2-1 [ 2 ] - Health monitoring
Individual health monitoring for each employee is carried out by an occupational physician from the Occupational Health Office. This medical monitoring includes:
1) an initial medical examination which, depending on the health risks presented by the job to which the employer intends to assign the employee, takes place either prior to hiring or, for foreign nationals, before the issuance of the work permit, or within three years thereafter; this medical examination aims to:
a) to ensure that the employee is medically fit for the said position;
b) to detect if he is suffering from a condition dangerous to others;
c) to inform him, where appropriate, about the risks of exposure at the workstation and the necessary medical monitoring.
A schedule of initial medical examinations, with the exception of those relating to positions presenting a risk to health, is established by the Office of Occupational Medicine by means of a medical questionnaire for employees, under conditions set by sovereign ordinance.
The workstation presenting health risks referred to in the preceding paragraph is one that presents particular risks to the health or safety of the employee occupying it, their colleagues, or third parties in the immediate work environment, and which notably:
- exposes it to:
- physical, chemical or biological agents;
- ergonomic constraints;
- risks of falling from a height;
- requires a specific qualification or training.
The types of workstations concerned are determined by sovereign decree. -
Article 2-6 - Inventory of hazardous work positions
Each employer, using a form prescribed by ministerial decree [ 3 ] , compiles an inventory of hazardous work positions in their company and updates it as soon as they deem it necessary and at the latest every three years. The inventory and updates are submitted to the occupational physician for review.
The Duties of
The Employer
🏠 for Remote Work
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Telework is a form of work organisation using information technologies within the framework of an employment contract governed by Law No. 729 of 16 March 1963 (as amended), in which work that could also have been carried out on the employer’s premises is performed partly outside these premises on a regular basis.
Telework may be carried out:
-from the employee’s home
-from a third place: workspaces managed by a public or private operator, distinct from the employer (e.g., telecentres or coworking spaces)
Any activity carried out from a decentralised location belonging to or provided by the employer is not considered telework.
The Duties of
The Employee
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For Remote Work
In accordance with Article 8 of Law No. 1.429, teleworkers benefit from equal treatment. Same collective rights. Same career opportunities. Same access to information and training.
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.
