“It is absolute hypocrisy. » This HRD of a medium-sized company in the services does not take off when he lists the changes introduced by the law of August 2, 2021 relating to health at work. Reinforced follow-up of employees with in particular the establishment of a mid-career visit, emphasis on prevention, extension of the missions of the prevention and health services at work (SPST)… “Some of these measures are interesting, but we practice the policy of the ostrich: we pretend to ignore that these services are already totally congested and no longer manage to meet the needs of companies. So give them extra missions…”
A recent study by the National Association of HRDs (ANDRH) echoes his remarks: 67% of human resources (HR) departments say they suffer from the lack of doctors to implement the new occupational health reform. Beyond the latter, it is a problem well known to professionals in the sector: occupational medicine is under pressure, facing a continuous reduction in its workforce. Retired or foreign doctors come to reinforce the workforce, but this is rarely enough to make the operation of prevention and occupational health services more fluid.
The phenomenon particularly affects the least populated territories, with significant tensions identified, particularly in the South-West. This does not exclude difficulties in Ile-de-France, as pointed out by Bérangère Benon, HRD of the Internet operator Claranet France. “In Rennes, where we have our headquarters, we manage to obtain appointments for returning employees after a long absence or maternity leave. It’s totally different in Paris, where it’s a real battle for places! » “There is also unequal access to occupational medicine depending on the type of companyadds Laurence Breton-Kueny, vice-president of ANDRH. The problems are mainly encountered by SMEs and VSEs. Large groups are spared: they have set up their own autonomous, in-house occupational health services. »
“We are on edge”
Mandatory visits and appointments after a work interruption are the main point of tension for the companies concerned. “Some are refused for lack of space, it is a real concernexplains M.me Breton-Kueny. As HRDs, we have legal obligations related to the labor code, to ensure, for example, that there is a return visit after a sick leave of more than sixty days or a return from maternity leave, not to mention follow-up visits to workers exposed to risks. The subject can therefore move on the legal ground. »
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