Wearing PPE: a regulatory obligation
The Labor Code (articles R4321-4 to R4323-95) Indicates that “Personal protective equipment and work clothing mentioned in article R. 4321-4 are provided free of charge by the employer who ensures their proper functioning and their maintenance in a satisfactory hygienic condition through the necessary maintenance, repairs and replacements.”
The employer is therefore required to provide PPE adapted to the risks identified in the Single Document. This provision is accompanied by an obligation to train employees in their use and to control their effective port.
On the employee side, Article L4122-1 of the Labor Code also states that they are required “to take care, according to his training and according to his possibilities, of his health and safety as well as that of other persons concerned by his acts or omissions at work.” Employees must therefore use the PPE provided in accordance with their destination and the training received.
Summary of responsibilities
To go further on your obligations: discover our article How to guarantee the safety of your employees: don't take any risks!
Choosing the right PPE: a strategic preventive tool
Not all PPE is the same, and not all risks can be treated with the same equipment.
Helmets, gloves, glasses, hearing protectors, safety shoes, safety shoes, technical clothing, harnesses... the choice depends on the activity, the work environments and the dangers identified.
To make the right choice, a rigorous method is required. It goes through:
— A precise assessment of risks (physical, chemical, etc.),
— A selection of certified PPE (CE marking, compliance with standards),
— An adequacy with the morphology of the employees,
— An ease of use that promotes adoption.
The objective: protect without getting in the way, because poorly adapted PPE is PPE that is used infrequently or improperly.
Our practical guide: Protecting your workers: the 7 key steps to choosing the right PPE
Why isn't PPE always worn?
Despite a clear policy, equipment provided and regular reminders, The effective wearing of PPE remains a daily challenge. The reasons are multiple:
- Discomfort or discomfort in movements,
- Unawareness of the real risks,
- Ingrained habits or relaxation,
- Lack of training or awareness,
- Lack of sanctions or follow-up.
It is essential to understand that Not wearing PPE is not always an act of rebellion, but sometimes the symptom of a lack of pedagogy, communication or adaptation of the preventive approach.
Are you facing an accident due to the absence of PPE? Check out our article: Workplace accidents: Protect your employees and your business by acting quickly
Informing, training, supporting: the keys to an effective safety culture
An employee who understands the risks involved, the consequences for his health or that of his colleagues, and the precise purpose of each piece of equipment, will be much more likely to wear his PPE on a daily basis.
Here are 3 fundamental steps to integrate into your QHSE policy :
Informing = pedagogy
Forget authoritarian injunctions: choose clear, illustrated, concrete supports. Explain wherefore Such equipment is vital, how does it protect and what are the risks without it.
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Organize practical and interactive training sessions: simulations, demonstrations, etc. And above all, adopt the training to the reality of the field and to the professions concerned.
Support over the long term
Regularly recall best practices, observe behaviors, dialogue, listen to the obstacles... and if necessary, readjust equipment or protocols.
Prevention is an active approach. It means involving your teams in the development and evolution of your security rules.
Refusal to wear PPE: what to do?
Despite all this deployment and application on a daily basis, sometimes reminders are no longer enough and non-port becomes systematic. The company must react.
For example:
- Observe the facts
— Accurately identify breaches (dates, locations, circumstances).
— Ensure that the PPE in question has been provided and the training has been completed.
- Discuss with the employee
— Individual interview: listen to the reasons, recall the rules.
— Document exchanges (reports, observations).
- Initiate a disciplinary process if necessary
— Written warning.
— Layoff.
— As a last resort, dismissal for serious misconduct (if safety is seriously compromised repeatedly).
A sanction should never be taken lightly: it must be proportionate, justified and preceded by preventive measures.
Tools to structure your OSH approach
To guarantee the traceability, compliance and effectiveness of your PPE policy, several tools are at your disposal:
- The Single document to map risks and justify prescribed PPE.
- The PPE register to trace their allocation, maintenance and replacement.
- Of QHSE digital tools, such as the Dyo by Symalean solution, to manage training courses, ensure the follow-up of authorizations, and centralize evidence of information.
And tomorrow? The Prevention Passport will make it possible to find all certificates and certificates related to safety, in particular those concerning PPE. Employers, get ready for the 2026 deadline and read our article on the subject OSH training: why adopt software to manage your declarations to the Prevention Passport?
Making wearing PPE a shared reflex
Wearing PPE cannot be reduced to a rule that must be applied at all costs. It is a public health, shared responsibility and corporate culture issues.
It is up to companies to create conditions of membership, dialogue and respect for the rules. It is up to employees to understand that wearing PPE means protecting themselves and others.
Safety cannot be delegated: it is built, together, day after day.
