The French Model of External Prevention Management: A Comparative Analysis and Recommendations for Portugal
Understand the particularities of the French occupational risk prevention system and how it compares with the legal obligations in Portugal.
· 7 minutos · Segurança no Trabalho
France, known for its own culture and style in various areas, also extends this distinctiveness to occupational risk prevention. Although the main trend is the internal management of prevention, the French model for outsourcing presents distinct characteristics that warrant analysis, especially when compared to the Portuguese reality. This model, centred on employers' associations, differs significantly from other European systems.
The Services de Santé au Travail Interentreprises (SSTI’s)
At the heart of external prevention management in France are the Services de Santé au Travail Interentreprises (SSTI’s). These entities are employers' associations, usually organised by region or professional sector, of a private and non-profit nature. Their main function is the management of Occupational Medicine for the companies that contract them.
Contrary to what happens in Portugal, where the management of occupational safety, hygiene and health can be provided by external services, French SSTI’s assign a prominent role to the occupational physician. It is this professional who defines the priorities of global preventive management and leads a multidisciplinary team. This team may include hygiene and safety technicians, nurses, ergonomists, toxicologists and psychologists, designated as Intervenants en Prévention des Risques Professionnels (IPRP), equivalent to our occupational safety and health technicians.
The more than 300 French SSTI’s serve 1.5 million companies and a total of 15 million workers. Companies that opt for this model pay an annual fee per worker, and membership is by workplace. This particularity can create challenges for companies with multiple dispersed workplaces, as management is more akin to regional membership than to a centralised service provision contract as in Portugal.
The Role of Cabinets du Conseil
Not all occupational safety and health activities are covered by SSTI’s. For highly specialised services or those not included in the SSTI’s portfolio, French companies can use their own resources or Cabinets du Conseil. These are prevention consultants who offer a diverse range of services or specialise in very specific preventive areas.
Thus, a company setting up in France and opting for an external occupational safety and health management service must, in the first instance, analyse the SSTI’s available in the region, the services they offer and the membership fees. Subsequently, it will coordinate its preventive activities plan, potentially supplementing this with support from one or more Cabinets du Conseil if necessary.
Legal Framework in Portugal: Article 131 of the Portuguese Labour Code
In Portugal, labour legislation, namely the Labour Code, establishes the employer's obligations regarding vocational training. Article 131 of the Portuguese Labour Code determines that the employer must ensure that each worker receives a minimum of forty hours of annual continuous training. This training is essential for maintaining and developing workers' skills and for their adaptation to new labour market demands.
It is important to note that, in Portugal, the external management of occupational safety and health is regulated by specific legislation that establishes the organisational arrangements for occupational safety and health services. Unlike the French model, there is no centralised system of employers' associations with the same level of global intervention and central coordination by the occupational physician.
Lessons and Adaptation for Companies in Portugal
For Portuguese companies considering an international approach to occupational safety and health management, it is crucial to understand that each country has its own model. The significant differences between the Portuguese and French systems require careful adaptation of standard procedures.
In Portugal, companies must focus on complying with the provisions of the Labour Code, especially regarding mandatory vocational training and occupational safety and health standards. The choice of external occupational safety and health services must be based on compliance with national legislation and suitability for the specific needs of the company.
Understanding different approaches, such as the French one, can offer valuable insights, but practical application in Portugal must always prioritise compliance with Portuguese legislation and adaptation to our legal and cultural context. Prevention management is a constantly evolving area, and knowledge of international models enriches the perspective of professionals, but implementation must be based on local reality.