Well-being at work: what the regulations require

Updated March 2026 - Talking about well-being at work can give the impression of a corporate culture or employer brand topic. But in French law, the subject also concerns very concrete obligations. The employer must take the necessary measures to ensure safety and protect the physical and mental health of workers. Well-being is therefore not just an HR issue. It is a subject of prevention, organization and proof.

See also: URSSAF control, Understanding a pay slip and Payroll outsourcing.

Article L4121-1 of the Labor Code requires the employer:

• ▸actions to prevent professional risks;
• ▸information and training actions;
• ▸the establishment of an organization and suitable means.

Article L4121-2 recalls the general principles of prevention. The subject therefore goes well beyond one-off material comfort or internal communication initiatives.

In a logic of conformity, we must look at:

• ▸workload;
• ▸prevention of psychosocial risks;
• ▸the organization of posts;
• ▸material conditions;
• ▸the circulation of information;
• ▸the employer's ability to document its actions.

The single document remains central

The DUERP is not a theoretical document. It constitutes a key part of the prevention approach. It must reflect:

• ▸risk assessment;
• ▸their hierarchy;
• ▸the measures put in place;
• ▸the logic of continuous improvement.

Hayot Expertise Advice: well-being at work becomes fragile as soon as the company confuses HR communication and prevention. It is the concrete, traced and updated actions that count.

• ▸limit the subject to peripheral advantages;
• ▸not updating the risk assessment;
• ▸underestimate mental health issues;
• ▸not training managers;
• ▸do not keep a trace of the actions carried out.

Well-being at work has direct effects on:

• ▸absenteeism;
• ▸turnover;
• ▸productivity;
• ▸industrial tribunal or litigation risk;
• ▸the quality of the social climate.

CTA: Structuring your social and documentary obligations

In 2026, the regulation of well-being at work is based on a clear framework: prevention, physical and mental health, appropriate organization and risk assessment. Companies that treat the subject seriously gain in compliance, management and sustainable performance.

Do you want to make your social practices and your prevention documents more reliable? Our firm helps you connect legal obligations, organization and security of processes. Make an appointment with an expert

(Official sources: articles L4121-1 and L4121-2 of the Labor Code, INRS)