PAPRIPACT: France's Annual Prevention Programme
for UK Businesses with 50+ Employee Operations

A list of prevention actions to be implemented during the year covered by the programme, linked explicitly to the risks identified in the current DUERP.

For each action: the objectives pursued (what risk is being addressed and what outcome is targeted), the means and resources allocated (budget, equipment, training, staff time), the deadlines for implementation, the individual or team responsible, and the indicators used to measure progress and effectiveness.

An explanation of the rationale for action priorities, demonstrating that the most significant risks identified in the DUERP are addressed first.

A summary of the actions implemented during the previous year, with an evaluation of their effectiveness.

The minutes or record of the CSE consultation on the programme.

Review the current DUERP. Update the risk evaluation to reflect any new risks, changes to work conditions, or incidents since the last review. The PAPRIPACT cannot be drafted without a current DUERP.

Identify the actions required. For each risk in the DUERP, determine whether action is required, what action, and when. Actions should follow the French nine principles of prevention set out in Article L. 4121-2 of the Code du Travail (avoid, evaluate, combat at source, adapt work to workers, adapt to technical progress, replace dangerous with less dangerous, plan coherently, prioritise collective protection, provide appropriate instructions).

Prioritise and schedule. Not every action can be taken in one year. The PAPRIPACT must demonstrate that priorities have been set based on the severity and likelihood of risks, with the most significant risks addressed first.

Allocate resources. Each action requires specified resources: budget, equipment, staff time, external support. Without allocated resources, the PAPRIPACT is not credible.

Draft the programme. In the required format, with all content elements present.

Consult the CSE. The programme must be submitted to the CSE for consultation. The CSE may propose amendments; the employer must consider them but has the final decision.

Publish and implement. Make the PAPRIPACT available to employees, the medico competente, and on request to the Inspection du Travail. Implement the actions on the scheduled timeline.

Monitor and report. Track progress against the indicators defined in the PAPRIPACT. Include the previous year's implementation summary in the next year's programme.