The employee's state of health within the company

Whether at work or at home, an employee may suffer an accident or contract an illness. This can lead to partial or permanent incapacity or disability, and may even make the employee unfit for his or her usual job.

Our experts in occupational risk management will explain in detail the different situations you may encounter and the steps you need to take.


At the end of the period of treatment or work stoppage following an accident at work or occupational disease, an employee's recovery or consolidation may be proposed by the attending physician, who will draw up a final descriptive certificate. The primary health insurance fund may also notify the cessation of treatment and work stoppages on the recommendation of its own consulting physician. If the employee's condition has stabilized, but he or she still has after-effects that prevent him or her from recovering all of his or her previous abilities, the employee is declared consolidated. Despite the fact that the employee may still have after-effects, he or she no longer receives daily benefits. However, they may receive compensation for partial permanent disability (IPP).


Regardless of their professional activity, employees may suffer an accident or contract an illness in a private capacity. As a result, their working capacity may be reduced, making it impossible for them to continue working. In such cases, the medical officer of the Caisse Primaire d'Assurance Maladie (CPAM) determines that the employee is disabled.


An occupational illness, physical wear and tear associated with certain professions, or an accident or illness in the private sphere can lead to total or partial unfitness for work. In particular, unfitness may be established at the time of a hiring visit, a periodic visit, an occasional visit at the employee's request, or at the time of the mandatory return medical visit.

The French Labor Code currently defines several cases in which a return visit to the occupational physician is mandatory. It is compulsory if the employee was off work for one of the following reasons:

  • A non-occupational accident or illness resulting in more than 60 days' absence from work, commencing on or after April 1, 2022;
  • An accident at work resulting in at least 30 days' absence from work;
  • Occupational illness (regardless of duration) ;
  • Maternity leave.

Download our special report to discover :

  • The difference between disability, incapacity and inaptitude
  • As an employer, how do you manage such situations and support your employees?
  • What steps need to be taken to deal with an employee's unfitness for work?

Read our special report now and learn how to manage the different situations you may encounter as an employer and the steps to take !

Fill in the form below to receive your copy instantly.

To find out more, consult the webinars in our trilogy dedicated to occupational risk management.

How to declare an accident at work efficiently?

How do I manage an occupational illness file?

From workplace accident to unfitness for work: how to manage an employee's return?

Secure and control the management of your occupational injury and disease (OI/OD) files to boost your competitiveness!


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