What is the employer’s obligation?
Every employer with more than 50 workers and employees is required to annually determine, by no later than January 31, between 4% and 10% of work positions suitable for accommodating employees with reduced work capacity. The exact percentage depends on the specific economic activity. To fulfill this obligation, the employer must establish a Work Accommodation Committee.
Where is it regulated?
- Article 315 of the Labour Code
- Work Accommodation Regulation
- Regulation No. RD-07-1 of February 2, 2012, on determining work positions suitable for accommodating persons with reduced work capacity
What do I need to do?
- Contact the occupational health service that provides support to your company and form a Work Accommodation Committee within the specified timeframe.
- Issue an official order to establish the committee and outline its purpose, which is to determine suitable positions for accommodating workers.
The Work Accommodation Committee must include:
– The head of the enterprise as chairperson,
– Representatives of the workers and employees,
– The workplace health and safety officer,
– The physician from the occupational health service supporting the enterprise.- Ensure compliance with the timeline: The committee must hold a meeting by January 31 to determine and document a list of work positions suitable for accommodating employees with reduced capacity.
- During this meeting, the committee must ensure that the identified positions meet the legally defined minimum percentage based on the total number of employees. These percentages are specified in Regulation No. RD-07-1 of February 2, 2012.
- Document the results: After the meeting, the list of positions must be retained within the company. Copies must also be sent to the occupational health service and, if requested, to the health authority overseeing accommodations.
- Adapt the identified positions: Take all necessary steps to adjust the work environments of the designated positions to accommodate employees with reduced capacity.
- Maintain a logbook: A register of accommodated employees must be kept and regularly updated!
Do you have a template?
Unfortunately, no template is provided here. However, all our clients receive full assistance in completing and preparing the necessary documentation for this procedure within the specified deadline!