DUERP: create or update your psychosocial risks section
~50%
The sharp rise in absenteeism over the five-year period between 2019 and 2024.
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4 000€
potential fine per employee if the DUERP is not in compliance (doubled in the event of a repeat offense).
+26%
increase in workplace accidents involving women between 2000 and 2023.
Why an up-to-date DUERP is essential
A penalty that no longer goes through a judge
The DREETS (French regional labour authority) can now issue an administrative fine directly, without judicial proceedings: up to €4,000 per employee in the absence of a compliant DUERP, doubled for repeat offences. For a 20-employee company, the maximum exposure reaches €80,000.
An incomplete DUERP treated as a missing DUERP
A document that exists but is outdated or incomplete is not "almost compliant": in the event of an inspection or workplace accident, it can be legally treated as a total absence of DUERP, with the same consequences.
An update schedule set by law, not just annual
Article R4121-2 of the French Labour Code sets out three mandatory update triggers: at least once a year for companies with 11 or more employees, whenever a significant change affects working conditions, and as soon as new information relevant to a risk assessment comes to light.
A steering tool, not just an obligation
Beyond compliance, an up-to-date DUERP lets a company objectify its real risks, prioritise prevention actions, and feed a concrete PAPRIPACT (the annual prevention action plan), rather than remaining a theoretical document disconnected from the field.
Why the PSR section of the DUERP deserves particular attention
Legal and financial risk
A vaguely handled PSR section can be enough to make the entire document non-compliant, with the penalties described above as the consequence.
Unmeasured human risk
Most DUERPs list psychosocial risks without a rigorous method of objectification. Without that rigour, it's impossible to measure their real impact on employees' mental health, or to prioritise the actions that would actually make a difference.
The gender-equality blind spot
A "neutral" mapping of psychosocial risks masks very different exposures by gender (mental load, exposure to sexist behaviour, sexual and gender-based violence at work). A DUERP silent on this point becomes an easily identifiable sign of non-compliance during an inspection.
Updates too often tied only to company news
The PSR section must be reassessed regardless of context: a transformation or reorganisation (merger, relocation, new work organisation) just as much as ordinary business activity, whenever new information changes risk exposure. Too many companies only reassess it after a warning sign or an accident.
What a solid PSR section should cover
- Psychosocial risks objectified using a recognised method, not a "gut feeling" estimate
- Updates triggered by the 3 cases set out in law (art. R4121-2), whatever the context
- A gender-differentiated reading (psychosocial risks, sexual/gender-based violence, mental load)
- A direct, documented link to the PAPRIPACT
- Indicators tracked over time, not a static document
- A box ticked with no supporting data
- Updates done only once a year, "for form's sake"
- A "neutral" assessment that ignores gender-based gaps
- An action plan with no budget or named owner
- A DUERP never reassessed since it was first created
Our support for the PSR section of your DUERP
A methodical objectification, not a rough estimate
We rely on recognised scientific tools (INRS, Karasek, COPSOQ) to analyse the organisational risk factors specific to your company, rather than rolling over a generic grid year after year.
A reading that goes beyond a mere regulatory listing
Beyond identifying risks, we measure their real impact on employees' mental health — a level of analysis missing from most existing DUERPs, and one that allows actions to be prioritised by actual weight rather than alphabetical order.
A gender-aware approach built in by default
Mental load, differentiated exposure to sexist behaviour, sexual and gender-based violence, musculoskeletal disorders by occupation: we systematically factor this in, rather than treating it as a separate project once the law explicitly requires it.
Support regardless of your company's context
Transformation, reorganisation (merger, relocation, new work organisation) or business as usual: the PSR section needs to stay alive on an ongoing basis, not just at the time of a one-off audit or after a warning sign.
why Call
at Qualisocial?
Occupational health and human support expert since 2003
Methodologies backed by recognised scientific frameworks (INRS, Karasek, COPSOQ)
Active monitoring of regulatory change (the 25 June 2026 law, PST5), so your PSR section stays compliant over time
Support tailored to each company's context and pace, for recommendations you can act on quickly
FAQ
Does Qualisocial work on the whole DUERP, or only part of it?
Our support focuses specifically on the psychosocial risks (PSR) section of the DUERP. Other risk categories (physical, chemical, biological, etc.) are not covered by this offer and must be assessed separately, either in-house or through another provider.
Our support focuses specifically on the psychosocial risks (PSR) section of the DUERP. Other risk categories (physical, chemical, biological, etc.) are not covered by this offer and must be assessed separately, either in-house or through another provider.
Is this PSR section enough to make my DUERP compliant?
No. The DUERP must cover every professional risk category, work unit by work unit. Our support secures the PSR part, often the most fragile and least objectified, but it needs to be combined with an assessment of the other risk categories for full compliance.
No. The DUERP must cover every professional risk category, work unit by work unit. Our support secures the PSR part, often the most fragile and least objectified, but it needs to be combined with an assessment of the other risk categories for full compliance.
When does the PSR section of the DUERP need to be updated?
Under article R4121-2 of the French Labour Code, an update is required at least once a year for companies with 11 or more employees, whenever a significant change occurs (relocation, reorganisation, new work organisation), or as soon as new information changes a risk assessment. This applies just as much during a transformation as during business as usual.
Under article R4121-2 of the French Labour Code, an update is required at least once a year for companies with 11 or more employees, whenever a significant change occurs (relocation, reorganisation, new work organisation), or as soon as new information changes a risk assessment. This applies just as much during a transformation as during business as usual.
What are the consequences of an incomplete or outdated PSR section?
An incomplete DUERP is not "almost compliant": legally, it can be treated as a missing DUERP, with the same consequences in the event of a DREETS inspection or a workplace accident (administrative penalty, the employer's fault being classed as "inexcusable").
An incomplete DUERP is not "almost compliant": legally, it can be treated as a missing DUERP, with the same consequences in the event of a DREETS inspection or a workplace accident (administrative penalty, the employer's fault being classed as "inexcusable").
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