Protective clothings, safety shoes

The use of personal protective equipment, is often necessary to protect employees from injury or illness caused by exposure to toxic substances and other workplace hazards. The employer has to make an assessment of the hazards in the workplace in order to identify the correct type of PPE to be provided and to ensure that PPE is appropriate to the risk.

Protective clothings
Safety shoes
Time spent to dressing and undressing

 Protective clothings

Where a risk assessment identifies that PPE, Personal protective equipement  is required, the employer has to provide the equipment and pay for it ( according to the French Labor Code Article R. 4323-95).

The employer supports cleaning of the protective clothings : the protective clothing must not be wash with the household laundry.
If the washing conditions ( temperature, etc) imposed by manufacturers are not observed, it may deteriorate the clothing which will no more comply with the safety standards. For example, reflector stripes could be damaged.

For the temporary workers : usually, it is the user undetaking which provides the PPE, Personal protective equipement according to the French Labour Code Article L. 1251-23 .

 Safety shoes

Wearing safety shoes is mandatory for workers if a load might fall on the foot at the workplace.

Safety shoes must be disinfected regularly. 

According to the French labor code, the user undertaking is required to provide personal protective equipments to the temporary workers. However, some customised equipments may be provided by the temporary agency ( helmets, safety shoes, etc)

Time spent to dressing and undressing

According to the French labor code, article L. 3121-3, if wearing protective clothing and equipment is mandatory in the enterprise, time spent to dressing and undressing is compensated such as money or rest time by the employer.

However the Court of Cassation, in the judgement arrêt n° 645 du 26 mars 2008  has spécified that it is only if the  work clothing  should be dressed at the workplace. For example, if the employee  has to wear an uniform at work and puts on his uniform at home, he is not entitled to receive compensation for this time spent to dressing.


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