ILO is a specialized agency of the United Nations

RSS Feed | Newsroom | Contact us

LEGOSH

Occupational Safety and Health (OSH)

About LEGOSH
How to use LEGOSH
Methodology
Browse by country
Compare countries
Search

Home > Browse by Country > Country

Madagascar - 2015

Themes

1 Description of national OSH regulatory framework
- 1.1 Description of OSH regulatory framework
  Summary/citation: There are two legal systems in Madagascar: traditional law based on local customs and French law that originated from the French colonial period. Various documents regulate OSH, the main Act being the Labour Code, which includes all the provisions of the Code of Hygiene, security and work environment. Besides, various regulations lay down a number of other provisions concerning HIV-AIDS, specific hazards, medical service.
  • Occupational safety and health country profile: Madagascar
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail.
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail.
  • Décret no 69-233 du 17 juin 1969 modifiant le décret no 69-145 du 8 avril 1969 fixant le code de Prévoyance sociale.
2 Scope, coverage and exclusions
- 2.1 Health and safety covers physical and psychological health
  Summary/citation: It is not clearly stated, however, "The overall atmosphere and work place environment must consider the physical, mental and social comfort of workers."
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 6)
- 2.2 Definition of worker
  Summary/citation: A person is considered a worker for the purposes of this act, regardless of sex or nationality, where he or she has undertaken to place his or her professional activity under the direction and authority of another individual or legal person, for remuneration, in the public or private sector.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art.2)
  - 2.2.1 Coverage of particular categories of workers
    Sometimes.
    - 2.2.1.1 Migrant workers
      Summary/citation: Migrant workers are included in the scope of application of OSH legislation. The Labour Code states that “A person is considered a worker for the purposes of this act, regardless of sex or nationality, where he or she has undertaken to place his or her professional activity under the direction and authority of another individual or legal person, for remuneration, in the public or private sector.”
      • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art.2)
    - 2.2.1.2 Domestic workers
      Summary/citation: Domestic workers are not specifically excluded from the scope of application of OSH legislation. The Labour Code states that “A person is considered a worker for the purposes of this act, regardless of sex or nationality, where he or she has undertaken to place his or her professional activity under the direction and authority of another individual or legal person, for remuneration, in the public or private sector.”
      • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art.2)
    - 2.2.1.3 Home workers
      Summary/citation: Home workers are included in the coverage.
      A home worker, for the purposes of this act, is a worker who performs work in accordance with the instructions of his employer in a place or premises of his choice, but not belonging to the employer.
      • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 47)
    - 2.2.1.4 Self-employed persons
      No data available.
      • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art.2)
- 2.3 Definition of employer
  Summary/citation: An employer is considered, for the purposes of this Act, any individual or legal person, public or private, and any public or collective enterprise, whether or not profit/generating who, assuming the financial risks, hires, pays and directs the staff who provide services.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 3)
- 2.4 Exclusion of branches of economic activity
  Sometimes.
  - 2.4.1 Agriculture
    Summary/citation: Included
    This Act is applicable to any employer and any worker whose employment contract, regardless of its form, is executed in Madagascar. As such, every employer regardless of nationality, status or sector of activity, is subject to the provisions of this Act.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 1)
  - 2.4.2 Construction
    Summary/citation: Included
    This Act is applicable to any employer and any worker whose employment contract, regardless of its form, is executed in Madagascar. As such, every employer regardless of nationality, status or sector of activity, is subject to the provisions of this Act.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 1)
  - 2.4.3 Services
    Summary/citation: Included
    This Act is applicable to any employer and any worker whose employment contract, regardless of its form, is executed in Madagascar. As such, every employer regardless of nationality, status or sector of activity, is subject to the provisions of this Act.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 1)
  - 2.4.4 Public sector
    Summary/citation: The provisions of this Act are not applicable to state-supervised employees governed by the Civil Service Statute and workers governed by the Maritime Code.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 1)
  - 2.4.5 Other
    Summary/citation: The provisions of this Act are not applicable to state-supervised employees governed by the Civil Service Statute and workers governed by the Maritime Code.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 1)
- 2.5 Definition of occupational accident
  Summary/citation: Section. 167. – An event is considered as an industrial accident, regardless of the cause, when it occurred:
  1. as result of or over the course of work;
  2. during the journey from the worker's residence to the place of work or vice versa, to the extent that the course was not interrupted due to non-related work reason;
  3. during travel the costs of which are borne by the employer under section 87 of the Labour Code.
  • Décret no 69-233 du 17 juin 1969 modifiant le décret no 69-145 du 8 avril 1969 fixant le code de Prévoyance sociale.
  • Décret n° 69-145 du 8 avril 1969 fixant le Code de Prévoyance sociale. (Art. 167)
- 2.6 Definition of occupational disease
  No data available.
  - 2.6.1 List of occupational diseases
    Summary/citation: A list of occupational diseases is recognised in law.
    • Ordonnance no 1124-MT du 23 mars 1971 modifiant le tableau no 45 de la liste des maladies professionnelles.
    • Décret n° 69-145 du 8 avril 1969 fixant le Code de Prévoyance sociale. (Annex I)
  - 2.6.2 Mechanism for compensating other diseases as occupational ones
    Summary/citation: Occupational diseases are listed exhaustively in the tables attached in Annex I of this book or may be established by order of the Minister of Labour and Social Laws after consultation with the Advisory Technical Committee.
    For the extension and revision of the tables, there is a requirement for doctors to report to the Fund and labor inspectors any illness they believe to have a professional nature, whether or not included in the above mentioned tables.
    The report must indicate the nature of the disease, the nature of the harmful agent with which the patient works and the occupation of the patient.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 168)
3 Institutions and programmes relating to OSH administration and/or enforcement
- 3.1 Competent national authority for safety and health at work
  Summary/citation: Within the Ministry of Public Service, Labour and Social Laws, a National Labour Council is established, which is a tripartite body for consultation, dialogue and monitoring, that can establish technical committees such as the Committee on Health and Safety.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 184 - 187)
  - 3.1.1 Objectives, roles and/or functions
    Summary/citation: The National Labour Council is contributing to the determination of national policy on employment and vocational training. For instance, it ensures the implementation of the policy which has been defined, gives advice on the interpretation of regulations within its area of competence.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 185)
  - 3.1.2 Chairperson and composition
    No data available.
- 3.2 National OSH research programme or institute
  Summary/citation: The National Labour Institute (Institut National du Travail) is established under the Ministry of Labour. It is an administrative legal and financially autonomous entity.
  
  In each Province, Inter-regional Delegations are established.
  
  The organization and functions of the National Labour Institute are laid down in a Decree issued by the Minister of Labour.
  
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 189)
  - 3.2.1 Objectives, roles and/or functions
    Summary/citation: The National Institute of Labour (...) aims to (...) conduct research on work, particularly with regard to health and sanitation at work, and the workplace environment; contribute to the creation of a statistical observatory of work and a Centre for a database on labour (...).
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 188)
  - 3.2.2 Governance board constitution and chairmanship
    No data available.
  - 3.2.3 Source of funding
    No data available.
- 3.3 National OSH programme
  Remarks / comments: Remarks: It seems that a proposal has been drafted to create a national action plan on health and security at work…
  2014
  http://www.midi-madagasikara.mg/societe/2014/07/11/gembit-atelier-sante-securite-au-travail/
  - 3.3.1 Consultation on the national OSH programme
    No data available.
4 Employers’ duties and responsibilities to protect the safety and health of workers and others
- 4.1 Duty to ensure the health and safety of employees
  Summary/citation: Section 110.- All employers are required to provide appropriate equipment and clothing for the collective and individual protection of the life and health of workers against all the risks inherent to the job and in particular against HIV / AIDS in the workplace.
  
  Section 7.- The overall atmosphere and work place environment must consider the physical, mental and social comfort of workers.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 110 and 7)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art.2)
- 4.2 Duty to protect the health and safety of people other than their own employees
  No data available.
- 4.3 Collaboration among two or more employers at the same workplace
  No data available.
- 4.4 Surveillance of workers’ health in relation to work
  Summary / Citation: Regular medical checks that the Employer is obliged to carry out include:
  - the check when hiring;
  - periodic medical checkups;
  - resumption examinations;
  - scheduled checks for women and children;
  - optionally, complementary examinations provided for in article 12, within the limit of the means of the inter-company medical service (SMIE);
  - the complementary medical visits in the case of disability that can possibly lead to the early retirement of the worker.
  • Décret n° 2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise. (Art. 7)
  - 4.4.1 Specific hazards for which surveillance is required
    Summary / Citation: Periodic medical checks include an annual medical examination of all workers, two annual medical examinations of workers aged 15 to 18 years, and special medical checks of workers exposed to occupational health hazards.
    In addition, workers engaged in hazardous work, pregnant women, mothers of a child who is less than two years old, disabled workers and workers with a physical handicap are subject to special monitoring.
    • Décret n° 2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise. (Art. 9)
- 4.5 Surveillance of the working environment and working practices
  Summary / Citation: Places of work must be kept in a state of cleanliness and ensuring the necessary conditions of hygiene and sanitation.
  (Loi n° 2003-044 du 28 juillet 2004 portant Code du travail (Art. 112))
  (Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail (Art. 4))
  
  The overall atmosphere and work place environment must consider the physical, mental and social comfort of workers.
  (Loi n° 2003-044 du 28 juillet 2004 portant Code du travail (Art. 114))
  (Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail (Art. 6))
  
  The Inter-company Medical Service (SMIE) provides to workers at no cost medical services according to the National Health Policy (...) such as (...) site visit to review the working conditions.
  (Décret n°2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise (Section 5))
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 112 and 114)
  • Décret n° 2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise. (Section 5)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 4 and 6)
- 4.6 Duty to provide personal protective equipment
  Summary / Citation: All employers are required to provide appropriate equipment and clothing for the collective and individual protection of the life and health of workers against all the risks inherent to the job and in particular against HIV / AIDS in the workplace.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 110)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art.2)
  Related CEACR Comments
  • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
- 4.7 Duty to ensure the usage of personal protective equipment
  No data available.
- 4.8 Duty to provide first-aid and welfare facilities
  Yes.
  - 4.8.1 Arrangements for first-aid
    Summary / Citation: The employer shall, as soon as the accident occurs:
    1 ° assure the provision of emergency first aid;
    (...)
    • Décret n° 69-145 du 8 avril 1969 fixant le Code de Prévoyance sociale. (Art. 175)
  - 4.8.2 Sanitary installations
    Summary / Citation: Workers must have at their disposal clean drinking water, sanitary facilities and appropriate locker rooms, as well as any other necessary furnishings for their comfort during the work period.
    
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 115)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 7)
    Related CEACR Comments
    • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
  - 4.8.3 Drinking water
    Summary / Citation: Workers must have at their disposal clean drinking water, sanitary facilities and appropriate locker rooms, as well as any other necessary furnishings for their comfort during the work period.
    
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 115)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 7)
    Related CEACR Comments
    • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
  - 4.8.4 Rest and eating areas
    Summary / Citation: Section 116.- The establishment of a canteen for the benefit of workers is the responsibility of the employer for remote settlements more than five kilometers from the city center and not serviced by regular public transport or when the location of the establishment or organization of work does not allow workers to eat normally; for institutions using the continuous-hour system.
    
    Section 117.- The canteen must be held in a perfect state of cleanliness. Similarly, it must provide for conditions of comfort and adequate ventilation to allow the workers to take their meal while seated.
    
    Section 118.- The food served to workers must be of sufficient quantity and of good quality, while presenting conditions of hygiene and cleanliness required.
    
    Section 119.- A decree issued after the National Labour Council specifies the rules for the application of this section, and in particular, the number of workers for which the establishment of a canteen is required, the standards of food to be served to workers and the employer's right to make deductions from wages for the provision of meals.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 116-119)
5 Employers’ duty to organize prevention formally along generally accepted OSH management principles and practices
- 5.1 Elements of an OSH management system
  Sometimes.
  - 5.1.1 Policy or plan specifying responsibilities and arrangements for health and safety
    No data available.
  - 5.1.2 Appointment of a person for health and safety
    No data available.
  - 5.1.3 Written risk assessment
    Summary/citation: The Rules of procedure is a written document whereby the employer establishes the general and permanent rules governing the technical organization of the institution and its general discipline, including the nature and level of sanctions likely to be imposed as well as the procedural provisions guaranteeing the rights of defense, the rules of sanitation and safety for its proper functioning.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 168)
  - 5.1.4 Safe operating work systems and procedures
    No data available.
  - 5.1.5 Training and information on risks
    Summary/citation: The employer shall inform and train workers on safety and health measures related to the workstation.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 123)
  - 5.1.6 Review or assessment of the results of preventive measures
    No data available.
  - 5.1.7 Consultation with workers in health and safety
    Summary/citation: Consultation with workers happens through their representatives present in the Company Committee (Comité d’Entreprise) (Article 159) and the Staff Delegates (Délégué du Personnel) (Article 158).
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 158 and 159)
- 5.2 Obligation to implement a specific OSH management system or standard
  No data available.
6 Employers’ duty to ensure availability of expertise and competence in health and safety
- 6.1 OSH competence
  Yes.
  - 6.1.1 Requirement to access expert advice and/or support in health and safety
    Summary / Citation: All employers referred to in Article 1 are required to join an Inter-company Medical Service or where appropriate participate in its creation, when located beyond thirty kilometer radius of an existing Inter-company Medical Service, or location where the creation of such a service is needed.
    The creation of a inter-company Medical Service is mandatory in the case of firms that have more than one thousand five hundred (1,500) workers; this number is calculated according to the provisions of Article 4.
    • Décret n° 2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise. (Art. 17)
    - 6.1.1.1 Qualifications of experts or professional services
      No data available.
- 6.2 Appointment of an OSH practitioner
  No data available.
  - 6.2.1 Workforce size threshold for the appointment of OSH practitioners
    No data available.
7 Workers' rights and duties
- 7.1 Duty to take reasonable steps to protect their own safety and health
  Summary / Citation: Workers must comply with all required health and safety measures.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 111)
  • Loi no 97-041 du 2 janvier 1998 relative à la protection contre les dangers des rayonnements ionisants et à la gestion des déchets radioactifs. (Art. 3)
- 7.2 Duty to take reasonable steps to protect the safety and health of others
  No data available.
- 7.3 Supervisors’ duty to take reasonable steps to protect the safety and health of others
  No data available.
- 7.4 Senior officers’ duty to take reasonable steps to protect the safety and health of others
  No data available.
- 7.5 Self-employed persons’ duty to take reasonable steps to protect their own and other people’s health and safety
  No data available.
- 7.6 Duty to comply with OSH-related requirements
  Summary / Citation: Workers must comply with all required health and safety measures.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 111)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 3)
- 7.7 Right to enquire about risks and preventive measures
  Summary / Citation: The employer is required to inform and train the workers on health and safety measures related to the workstation.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 123)
- 7.8 Right to remove themselves from a dangerous situation
  No data available.
- 7.9 Right to be reassigned to non-hazard work
  No data available.
  - 7.9.1 Right to withdraw with compensation when workers are not reassigned to non-hazard work
    No data available.
8 Consultation, collaboration and co-operation with workers and their representatives
- 8.1 National OSH committee, commission, council or similar body
  Summary / Citation: A Technical Advisory Committee is established within the Ministry of Labour.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 131)
  • Décret no 99-130 du 17 février 1999 portant organisation et fonctionnement du comité technique consultatif en matière de santé, d'hygiène, de sécurité et de l'environnement du travail
  - 8.1.1 Objectives, roles and/or functions
    Summary / Citation: A Technical Advisory Committee is established within the Ministry of Labour whose tasks include:
    - the technical study of matters relating to health;
    - organizing the training of workers regarding occupational hazards; and
    - monitoring the recommendations of the National Advisory Committee on Social Protection.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 131)
    • Décret no 99-130 du 17 février 1999 portant organisation et fonctionnement du comité technique consultatif en matière de santé, d'hygiène, de sécurité et de l'environnement du travail (Art. 3)
  - 8.1.2 Constitution and chairmanship modalities
    Summary / Citation: The Committee is composed of 17 members:
    -The Ministry of Labour and Social Protection, or its representative, President;
    -a representative of the Ministry of Labour and Social Protection;
    -a representative of the Ministry of Industrialization and Handicraft;
    -a representative of the Ministry of Energy and Mines;
    -a representative of the Ministry of Health;
    -a representative of the Ministry of Public Works;
    -a representative of the Ministry of Agriculture;
    -a representative of the Ministry of Environment;
    -a representative of the Ministry of Justice;
    -a representative of the Ministry of Transport and Meteorology;
    -a representative of the Commission of the Civil Service, of Labour and of Social Laws of the National Assembly;
    -two representatives of the provincial labour inspection;
    -two doctors of the inter-company medical services;
    -two representatives of the National Social security Fund.
    • Décret no 99-130 du 17 février 1999 portant organisation et fonctionnement du comité technique consultatif en matière de santé, d'hygiène, de sécurité et de l'environnement du travail (Art. 4)
- 8.2 Employers’ duty to consult workers on risks
  Summary / Citation: Consultation with workers is carried out through their representatives members of the Work Committee (Comité d’Entreprise) (Article 159 CT) and the Staff Delegates (Délégué du Personnel) (Article 158 CT).
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 158 and 159)
- 8.3 Workers’ right to select their representatives for health and safety matters
  Yes.
  - 8.3.1 Workforce size conditions for workers’ representation in health and safety
    Summary / Citation: Article 153.- Staff Delegates are required for establishments with more than 11 employees.
    Article 159.- The company committee shall be established in companies with more than 50 workers.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 153 and 159)
  - 8.3.2 Conditions of eligibility to represent workers in health and safety
    Summary / Citation: Staff delegates:
    Article 154.- Any worker is eligible, who has worked for more than a year in the establishment and enjoys full civil rights.
    
    Company Committee:
    Article 163.- The Committee is composed of the elected representatives of workers and trade union or inter-union delegates; and the employer or his or her representatives.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 154 and 163)
- 8.4 OSH representatives’ functions, rights and powers
  Yes.
  - 8.4.1 Right to inspect the workplace
    No data available.
  - 8.4.2 Right to access OSH information
    Summary / Citation: The members of the Company Committee have the rights to be informed on the operation of the business.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 161)
  - 8.4.3 Right to be present at interviews
    No data available.
  - 8.4.4 Right to receive professional assistance from OSH experts
    No data available.
  - 8.4.5 Right to accompany inspectors
    No data available.
  - 8.4.6 Right to use facilities
    No data available.
  - 8.4.7 Right to have time off work with pay to perform duties
    No data available.
  - 8.4.8 Right to issue remedial notices
    No data available.
  - 8.4.9 Right to resolve OSH issues in consultation with employers
    Summary / Citation: The Company Committee is a bipartite advisory body and a platform for negotiation, dialogue and stakeholder collaboration within the framework of the enterprise. It is consulted and delivers its opinion on all matters pertaining to the lives of workers: working conditions, social and cultural affairs, sanitation, safety, health and work environment, individual or collective dismissal for economic reasons, and labour disputes.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 159)
  - 8.4.10 Right to direct that dangerous work cease
    No data available.
- 8.5 Right of workers’ representatives from outside the undertaking to address OSH issues at the workplace
  No data available.
  - 8.5.1 Right to enter the workplace
    No data available.
  - 8.5.2 Right to investigate suspected non-compliance with OSH legislation
    No data available.
  - 8.5.3 Right to consult with workers
    No data available.
  - 8.5.4 Right to advise workers
    No data available.
  - 8.5.5 Right to initiate enforcement action
    No data available.
- 8.6 Joint OSH Committee
  Summary / Citation: Section 159.- A Company Committee shall be established in all enterprises subject to the Labour Code and employing at least fifty (50) permanent workers.
  The Company Committee is a bipartite advisory body and a platform of negotiation, dialogue and stakeholder collaboration within the framework of the enterprise. It is consulted and delivers its opinion on all matters pertaining to the lives of workers: working conditions, social and cultural affairs, sanitation, safety, health and work environment, individual or collective dismissal for economic reasons, and labour disputes.
  
  Section 160.- The Company Committee shall ensure the implementation of laws and regulations and makes proposals for improving the operation of the business.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 159 and 160)
  - 8.6.1 Participation of workers’ representatives in joint OSH committee
    Summary / Citation: The Company Committee is composed of the elected representatives of workers and trade union or inter-union delegates, and the employer or his or her representatives.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 163)
  - 8.6.2 Conditions for establishing a joint OSH committee
    Summary / Citation: A Company Committee shall be established in all enterprises subject to the Labour Code and employing at least fifty (50) permanent workers.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 159)
  - 8.6.3 Objectives, roles and/or functions of joint OSH committees
    Summary / Citation: Section 161.- The members of the Company Committee have the rights to:
    - be informed on the operation of the business;
    - make referrals for inspection or to the Labour Court;
    - to be protected against unfair dismissal;
    - appeal to the office of an expert.
    
    Section 162.- The members of the Company Committee have the following obligations:
    - to keep confidentiality;
    - to produce a periodic report and make it available to workers through its posting;
    - to keep a record of the meeting minutes;
    - to participate in the various activities of the Committee.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 161 and 162)
  - 8.6.4 Keeping record of the work of joint OSH committees
    Summary / Citation: The members of the Company Committee have an obligation of confidentiality. Additionally they must establish a periodic report and make it available to workers through its posting, keep a record of the meeting minutes; and participate in the various activities of the Committee.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 162)
  - 8.6.5 Sharing the minutes of joint OSH committees meetings
    Summary / Citation: The members of the Company Committee have an obligation of confidentiality. Additionally they must establish a periodic report and make it available to workers through its posting, keep a record of the meeting minutes; and participate in the various activities of the Committee.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 162)
- 8.7 Mandatory training for members of joint OSH committee(s)
  No data available.
- 8.8 Protection against reprisals
  Summary / Citation: A dismissal of a member of the Company Committee contemplated by the employer must be subject to the approval of the Labour Inspector who shall make a decision within forty five (45) days.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 165)
- 8.9 Immunity from civil and criminal liability for exercising OSH related rights and duties
  No data available.
9 Specific hazards or risks
- 9.1 Biological hazards
  Summary / Citation: The atmosphere of the workplace must be protected against dangerous and distracting fumes including, but not limited to, vapors, gases, and dust.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 113)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 5)
- 9.2 Chemical hazards
  Summary / Citation: The atmosphere of the workplace must be protected against dangerous and distracting fumes including, but not limited to, vapors, gases, and dust.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 113)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 5)
  - 9.2.1 Handling, storage, labelling and use
    No data available.
  - 9.2.2 Duty of manufacturers, suppliers and importers of chemicals in relation to the safety and health of users
    No data available.
  - 9.2.3 Pesticides
    No data available.
- 9.3 Ergonomic hazards
  No data available.
- 9.4 Physical hazards
  Sometimes.
  - 9.4.1 Ionising radiation
    Yes.
    • Décret no 2002-1199 du 7 octobre 2002 fixant les principes généraux de la protection contre les rayonnements ionisants.
    • Loi no 97-041 du 2 janvier 1998 relative à la protection contre les dangers des rayonnements ionisants et à la gestion des déchets radioactifs.
    • Arrêté interministériel no 3955/93 du 6 août 1993 fixant la classification des travailleurs et les limites de dose annuelle d'exposition aux rayonnements ionisants.
    • Arrêté interministériel no 3960/93 du 6 août 1993 fixant les modalités de détention et d'utilisation des appareils émettant des rayonnements ionisants et des substances radioactives à des fins industrielles.
    • Arrêté interministériel no 3954/93 du 6 ao t 1993 fixant les modalités d'autorisation d'utilisation et de détention des sources de rayonnements ionisants.
    • Arrêté interministériel no 3959/93 du 6 août 1993 fixant les modalités de détention et d'utilisation des substances radioactives et des appareils émettant des rayonnements ionisants à des fins médicales.
  - 9.4.2 Vibration and noise
    No data available.
    Related CEACR Comments
    • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
  - 9.4.3 Working at height
    No data available.
  - 9.4.4 Working in confined spaces
    No data available.
  - 9.4.5 Risks arising from poor maintenance of workplace facilities
    Summary / Citation: In order to prevent the risk of accidents, facilities, equipment and working materials are subject to mandatory safety standards. They should be subject to monitoring, maintenance and routine verification.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 120)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 8)
    Related CEACR Comments
    • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
  - 9.4.6 Exposure to extreme temperatures
    No data available.
    Related CEACR Comments
    • Hygiene (Commerce and Offices) Convention, 1964 (No. 120) Observation 2021
  - 9.4.7 Fire risks
    Summary / Citation: Each company must take the necessary measures to ensure that any outbreak of fire can be rapidly and effectively combated.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 122)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 10)
  - 9.4.8 Tobacco
    Yes.
    • Arrêté interministériel n° 29511/2013 du 3 octobre 2013 portant interdiction de fumer dans tous les lieux intérieurs ou clos qui constituent des lieux de travail, lieux publics et transports publics.
  - 9.4.9 Asbestos
    No data available.
  - 9.4.10 Risks related to nanotechnology
    No data available.
  - 9.4.11 Contraction of HIV in the workplace
    Summary / Citation: Article 1: Pursuant to section 110 of Law No. 2003-044 of 28 July 2004, on the Labour Code, an employer must:
    - Integrate an HIV/AIDS/STI component into social activity program of the company;
    - Take steps to prevent the contraction of HIV/AIDS in the workplace, and mitigate its effects by referring the person with HIV/AIDS to a specialized medical center;
    - To prohibit discrimination based on the HIV status of a worker.
    Article 2: An employee is entitled to be informed on and sensitized in their workplace to HIV/AIDS/STI.
    Article 3: It is prohibited to exclude employees in any way, including through their dismissal, based only on their positive HIV status, actual or presumed.
    Article 4: Serologic testing for HIV/AIDS is not mandatory in the medical examination during recruitment, fitness tests and routine medical examinations.
    • Décret n° 2011-626 du 11 octobre 2011 portant application de la loi n° 2003-044 du 28 juillet 2004 portant Code du travail, relatif à la lutte contre le VIH/SIDA en milieu de travail. (Art. 1 - 4)
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 110)
- 9.5 Psychosocial hazards
  No data available.
  - 9.5.1 Psychosocial risks
    No data available.
  - 9.5.2 Occupational violence
    No data available.
- 9.6 Other hazardous substances
  Summary / Citation: The atmosphere of the workplace must be protected against dangerous and distracting fumes including, but not limited to, vapors, gases, and dust.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 113)
  • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 5)
- 9.7 Machineries
  Sometimes.
  - 9.7.1 Risks related to machinery and tools
    Summary / Citation: In order to prevent the risk of accidents, facilities, equipment and working materials are subject to mandatory safety standards. They should be subject to monitoring, maintenance and routine verification.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 120)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 8)
    Related CEACR Comments
    • Guarding of Machinery Convention, 1963 (No. 119) Observation 2021
  - 9.7.2 Duty of designers and/or manufacturers of machineries in relation to the occupational safety and health of operators of machineries
    No data available.
    Related CEACR Comments
    • Guarding of Machinery Convention, 1963 (No. 119) Observation 2021
  - 9.7.3 Duty of designers, manufacturers, importers or suppliers of machineries to provide machineries information
    No data available.
    Related CEACR Comments
    • Guarding of Machinery Convention, 1963 (No. 119) Observation 2021
  - 9.7.4 Duty to purchase machineries from authorised/certificated suppliers or only if approved/certificated
    No data available.
    Related CEACR Comments
    • Guarding of Machinery Convention, 1963 (No. 119) Observation 2021
  - 9.7.5 Maintenance of machinery and equipment
    Summary / Citation: In order to prevent the risk of accidents, facilities, equipment and working materials are subject to mandatory safety standards. They should be subject to monitoring, maintenance and routine verification.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 120)
    • Loi n° 94-027 du 18 novembre 1994 portant Code d'hygiène, de sécurité et de l'environnement du travail. (Art. 8)
    - 9.7.5.1 List of equipment where applicable
      No data available.
- 9.8 Provisions to protect workers in specific condition of vulnerability
  Yes.
  - 9.8.1 Protection of pregnancy at work
    Summary / Citation: Section 93.- Decrees issued after consultation with the National Labour Council shall determine the nature of work prohibited to women and pregnant women.
    
    Section 96.- A pregnant woman whose pregnancy status is recognized may request transfer to another workstation upon the recommendation of the physician of the inter-business medical service or of the business or, in absence of the above, by a registered medical doctor. During the transfer period the same wages are retained.
    
    Section 85.- A pregnant woman could under no circumstances undertake night work for the eight (08) weeks following childbirth.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 85, 93, 96)
  - 9.8.2 Protection of lactating women at work
    Summary / Citation: For a period of fifteen (15) months following childbirth, a mother has the right to breastfeeding breaks. The total duration of the breaks, which are paid as working time, may not exceed one hour (01) per working day.
    The mother may, during this period, break her work contract without notice and without thereby paying a termination fee.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 98)
  - 9.8.3 Limits to women’s access to specific occupations, undertakings or shifts
    Summary / Citation: Section 93.- Decrees issued after consultation with the National Labour Council shall determine the nature of work prohibited to women and pregnant women.
    Section 85 regulates night work by women. Women, without any distinction of age, could not work during the night in any industrial establishment, regardless its nature, should it be public or private, secular or religious, except for establishment employing only members of the same family.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 85, 93)
  - 9.8.4 Limits to workers’ access to specific occupations, undertakings or shifts by reason of age
    Summary / Citation: Section 100.- The legal minimum age for employment on the territory of Madagascar is fifteen (15) years. This minimum age should not be less than the age of completion of compulsory education. Decrees issued after consultation with the National Labour Council shall determine the nature of work prohibited to children.
    
    Section 101.- In establishments subject to this Act, underage children and apprentices under eighteen (18) years of age, of either sex, may not be employed more than eight (08) hours per day and forty (40) hours per week.
    Night work and overtime are prohibited for children under the age of eighteen (18). A daily rest period of twelve (12) consecutive hours is mandatory for employed children.
    
    Section 102.- Children may not be employed in any enterprise, including as apprentices, before the age of fifteen (15) without the permission of the Labour Inspector, taking into account local circumstances, tasks that may be required of them, and provided that the work is not harmful to their health and normal development.
    
    Section 103.- The Labour Inspector may require the examination of children by a licensed physician in order to verify that the work for which they will undertake does not exceed their strength.
    This requirement may be requested by the interested party.
    The child may not continue to work in a job found to exceed his or her strength and must be assigned to suitable job. If necessary, the contract may be terminated with severance pay. In all instances, children and adolescents may only be admitted to employment following a medical examination.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 100-103)
    Related CEACR Comments
    • Minimum Age Convention, 1973 (No. 138) Observation 2021
    • Minimum Age Convention, 1973 (No. 138) Direct Request 2007
    • Night Work of Young Persons (Industry) Convention, 1919Â (No. 6) Direct Request 2018
10 Recording, notification and investigation of accidents/incidents and diseases
- 10.1 Duty to record and/or investigate the causes of work accidents, near misses incidents and cases of occupational diseases
  No data available.
  - 10.1.1 Work-related accidents
    Summary / Citation: Section 25.- Physician - Chief Medical Officer of Labour is responsible:
    a) - For the technical organization and operation of the service (...) he/she will establish periodic reports on the health of workers and the operation of the Service. (...)
    • Décret n° 2003-1162 du 17 décembre 2003 organisant la médecine d'entreprise. (Art. 28)
  - 10.1.2 Near miss incidents
    No data available.
  - 10.1.3 Occupational diseases
    No data available.
- 10.2 Employers’ duty to notify OSH authorities of work related death and/or injuries to health
  Summary / Citation: The employer shall notify the National Social Security Fund any accident suffered by workers within forty-eight hours as from the date of the accident, or in the event of force majeure, the day the employer became aware.
  The declaration may be made by the victim or his/her beneficiaries within a period of one year as from the date of the accident.
  • Décret n° 69-145 du 8 avril 1969 fixant le Code de Prévoyance sociale. (Art. 176)
  Related CEACR Comments
  • Labour Inspection Convention, 1947 (No. 81) Observation 2021
  • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
11 OSH inspection and enforcement of OSH legislation
- 11.1 Appointment of OSH inspectors
  Summary / Citation: Labour Inspectors are responsible, under the authority of the Minister of Labour:
  - to ensure the implementation of laws and regulations relating to conditions of work and protection of workers during the performance of their function, such as provisions relating to hours of work, wages, safety, hygiene and well-being, employment of children and adolescents, as well as provisions resulting from a collective agreement or a settlement agreement and other related matters;
  - to provide information and technical advice to employers and workers on the most effective means of complying with the legal provisions in force;
  - to bring to the attention of the competent authority defects or abuses that are not specifically covered by existing laws and regulations.
  • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 234)
- 11.2 OSH inspectors’ powers
  Yes.
  - 11.2.1 Power to enter workplaces
    Summary / Citation: Labour Inspectors provided with proper credentials and a work order are authorised to:
    - enter freely and without prior notice at any time of the day or night, in any establishment subject to the control of the Inspectorate;
    - enter by day any premises which they may have reasonable cause to believe are subject to inspection; (...)
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 238)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
  - 11.2.2 Power to inspect and carry out any examination, test or enquiry
    Summary / Citation: Labour Inspectors provided with proper credentials and a work order are permitted (...) to:
    - carry out any examination, test or inquiry deemed necessary to ensure that the law is properly observed, and in particular,
    - to interrogate, alone or in the presence of witnesses, the employer or staff on all matters relating to the application of legal provisions;
    - to require the production of any books, records and documents, the keeping of which is prescribed by the legislation relating to working conditions, in order to ensure compliance with legal provisions and to make copy or extracts;
    - to require the posting of notices which as provided for by law;
    - to take or remove for analysis, samples of materials and substances used or handled, provided the employer or his representative are notified of any materials or substances which have been removed and taken for this purpose.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 238)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
  - 11.2.3 Power to investigate
    Summary / Citation: Labour Inspectors have extensive powers to obtain information on the economic situation of businesses and the social conditions of workers. To this end, they can conduct any business and trade union inquiries and require the production of any document or information whether professional, economic, accounting, financial or administrative likely to be relevant to the fulfillment of their mission. They may resort to the use of experts or any qualified person likely to clarify the situation, and may be accompanied by representatives of staff during their inspection (...).
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 239)
  - 11.2.4 Duty to provide advice on OSH
    Summary / Citation: Labour Inspectors are responsible, under the authority of the Minister of Labour (...) to provide information and technical advice to employers and workers on the most effective means of complying with the legal provisions in force (...).
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 234)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
- 11.3 OSH inspectors’ enforcement powers
  Yes.
  - 11.3.1 Power to issue orders or notices
    Summary / Citation: Labour Inspectors are authorized to prescribe measures for remedying defects observed in the installation, layout or procedures of work that they have reasonable cause to believe constitute a threat to the health or safety of workers. To this effect, the Inspectors have the right, subject to judicial or administrative review, to:
    - order such alterations to facilities within a set time, necessary to ensure the strict application of legal provisions regarding the health and safety of workers;
    - take immediate action including the temporary closure of the establishment to be ordered in the event of imminent danger to the health and safety of workers, prior advice of other relevant departments, within twenty-four (24) hours.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 240)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
  - 11.3.2 Power to impose financial penalties
    No data available.
  - 11.3.3 Power to revoke or suspend licenses or authorisations
    Summary / Citation: Labour Inspectors are authorized to prescribe measures for remedying defects observed in the installation, layout or procedures of work that they have reasonable cause to believe constitute a threat to the health or safety of workers. To this effect, the Inspectors have the right, subject to judicial or administrative review, to order (…) an immediate action including the temporary closure of the establishment, to be ordered in the event of imminent danger to the health and safety of workers, prior advice of other relevant departments, within twenty-four (24) hours.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 240)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
  - 11.3.4 Power to require the cessation of dangerous work
    Summary / Citation: Labour Inspectors are authorized to prescribe measures for remedying defects observed in the installation, layout or procedures of work that they have reasonable cause to believe constitute a threat to the health or safety of workers. To this effect, the Inspectors have the right, subject to judicial or administrative review, to order (…) an immediate action including the temporary closure of the establishment, to be ordered in the event of imminent danger to the health and safety of workers, prior advice of other relevant departments, within twenty-four (24) hours.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 240)
    Related CEACR Comments
    • Labour Inspection Convention, 1947 (No. 81) Observation 2021
    • Labour Inspection Convention, 1947 (No. 81) Direct Request 2015
  - 11.3.5 Power to initiate prosecutions
    No data available.
  - 11.3.6 Power to conduct prosecutions
    No data available.
  - 11.3.7 Other enforcement powers
    No data available.
- 11.4 Application of sanctions by courts
  Yes.
  - 11.4.1 Financial penalties for legal persons
    Summary / Citation: Fine: 4 hetsy (400,000) Ariary or 2,000,000 FMG (152.091 USD) to 6 hetsy sy 1 tapitrisa (1,600,000) Ariary or 8,000,000 FMG (610.221 USD) and imprisonment of three (03) months to one (01) year or one of these penalties.
    Remarks / comments: The ariary is the currency of Madagascar. It is equal to 5 Malagasy francs. The ariary replaced the franc as the official currency of Madagascar on January 1, 2005.
    "Hetsy" means "hundred thousand".
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 258, 260)
  - 11.4.2 Financial penalties for natural persons
    Summary / Citation: Fine: 4 hetsy (400,000) Ariary or 2,000,000 FMG (152.091 USD) to 6 hetsy sy 1 tapitrisa (1,600,000) Ariary or 8,000,000 FMG (610.221 USD) and imprisonment of three (03) months to one (01) year or one of these penalties.
    Remarks / comments: The ariary is the currency of Madagascar. It is equal to 5 Malagasy francs. The ariary replaced the franc as the official currency of Madagascar on January 1, 2005.
    "Hetsy" means "hundred thousand".
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 258, 260)
  - 11.4.3 Non-financial sanctions
    No data available.
  - 11.4.4 Criminal liability
    Summary / Citation: Section 239.- The failure of a party to respond to the notice of the Labour Inspector constitutes an obstacle to the exercise of the functions of a police officer, punishable under Article 473 of the Penal Code.
    
    Section 258 and 260.- Fine: 4 hetsy (400,000) Ariary or 2,000,000 FMG (152.091 USD) to 6 hetsy sy 1 tapitrisa (1,600,000) Ariary or 8,000,000 FMG (610.221 USD) and imprisonment of three (03) months to one (01) year or one of these penalties.
    
    Section 260.- The provisions of the Penal Code that provide for and punish acts of resistance, outrages, and violence against police officers apply to those who commit acts of a similar nature against Labour Inspectors, inspecting doctors and Labour Controllers.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 239, 258, 260)
    • Code pénal du 17 juin 1972 (version consolidée) (Art. 260)
  - 11.4.5 Terms of imprisonment for natural persons
    Summary / Citation: Imprisonment of three (03) months to one (01) year.
    • Loi n° 2003-044 du 28 juillet 2004 portant Code du travail. (Art. 258, 260)

Madagascar - 2015

Themes

1 Description of national OSH regulatory framework

1.1 Description of OSH regulatory framework

2 Scope, coverage and exclusions

2.1 Health and safety covers physical and psychological health

2.2 Definition of worker

2.2.1 Coverage of particular categories of workers

2.2.1.1 Migrant workers

2.2.1.2 Domestic workers

2.2.1.3 Home workers

2.2.1.4 Self-employed persons

2.3 Definition of employer

2.4 Exclusion of branches of economic activity

2.4.1 Agriculture

2.4.2 Construction

2.4.3 Services

2.4.4 Public sector

2.4.5 Other

2.5 Definition of occupational accident

2.6 Definition of occupational disease

2.6.1 List of occupational diseases

2.6.2 Mechanism for compensating other diseases as occupational ones

3 Institutions and programmes relating to OSH administration and/or enforcement

3.1 Competent national authority for safety and health at work

3.1.1 Objectives, roles and/or functions

3.1.2 Chairperson and composition

3.2 National OSH research programme or institute

3.2.1 Objectives, roles and/or functions

3.2.2 Governance board constitution and chairmanship

3.2.3 Source of funding

3.3 National OSH programme

3.3.1 Consultation on the national OSH programme

4 Employers’ duties and responsibilities to protect the safety and health of workers and others

4.1 Duty to ensure the health and safety of employees

4.2 Duty to protect the health and safety of people other than their own employees

4.3 Collaboration among two or more employers at the same workplace

4.4 Surveillance of workers’ health in relation to work

4.4.1 Specific hazards for which surveillance is required

4.5 Surveillance of the working environment and working practices

4.6 Duty to provide personal protective equipment

4.7 Duty to ensure the usage of personal protective equipment

4.8 Duty to provide first-aid and welfare facilities

4.8.1 Arrangements for first-aid

4.8.2 Sanitary installations

4.8.3 Drinking water

4.8.4 Rest and eating areas

5 Employers’ duty to organize prevention formally along generally accepted OSH management principles and practices

5.1 Elements of an OSH management system

5.1.1 Policy or plan specifying responsibilities and arrangements for health and safety

5.1.2 Appointment of a person for health and safety

5.1.3 Written risk assessment

5.1.4 Safe operating work systems and procedures

5.1.5 Training and information on risks

5.1.6 Review or assessment of the results of preventive measures

5.1.7 Consultation with workers in health and safety

5.2 Obligation to implement a specific OSH management system or standard

6 Employers’ duty to ensure availability of expertise and competence in health and safety

6.1 OSH competence

6.1.1 Requirement to access expert advice and/or support in health and safety

6.1.1.1 Qualifications of experts or professional services

6.2 Appointment of an OSH practitioner

6.2.1 Workforce size threshold for the appointment of OSH practitioners

7 Workers' rights and duties

7.1 Duty to take reasonable steps to protect their own safety and health

7.2 Duty to take reasonable steps to protect the safety and health of others

7.3 Supervisors’ duty to take reasonable steps to protect the safety and health of others

7.4 Senior officers’ duty to take reasonable steps to protect the safety and health of others

7.5 Self-employed persons’ duty to take reasonable steps to protect their own and other people’s health and safety

7.6 Duty to comply with OSH-related requirements

7.7 Right to enquire about risks and preventive measures

7.8 Right to remove themselves from a dangerous situation

7.9 Right to be reassigned to non-hazard work

7.9.1 Right to withdraw with compensation when workers are not reassigned to non-hazard work

8 Consultation, collaboration and co-operation with workers and their representatives

8.1 National OSH committee, commission, council or similar body

8.1.1 Objectives, roles and/or functions

8.1.2 Constitution and chairmanship modalities

8.2 Employers’ duty to consult workers on risks

8.3 Workers’ right to select their representatives for health and safety matters