. The plan sets the roadmap for the DGAFP in health and safety at work for five years and aims to provide public employers with tools, methods and benchmarks (p. 2). It allows for identifying, action by action, the guides, circulars, training and tools planned, with their lead and deadline (p. 11-84). Almost all the actions list reference texts and online resources, and most refer to the corresponding actions of the Workplace health plan for the private sector 2026-2030. Keep in mind: this is a strategic plan, most of whose deliverables are planned and not yet available.
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1️⃣ Summary
The plan concerns the three branches of the public service (State, local, hospital). Interministerial, it is led by the DGAFP, was built with prevention stakeholders, the representatives of staff, the ministries, the DGCL and the DGOS, and extends the 2022-2025 plan (p. 2). It is aimed at public employers and calls for the mobilisation of HRDs, local supervisors, prevention actors, staff representatives and agents (p. 2). It includes 4 axes, 14 objectives, 22 actions and 49 sub-actions (p. 9): to preserve the health of agents in the face of professional risks (mental health and RPS, women's health, professional wear and tear, recognition of harm, violence, asbestos, public health prevention, artificial intelligence, climate change); to consolidate the network of prevention actors; to better understand the health of agents (DUERP, data, social barometers); to manage the plan with the representatives of agents and the prevention actors (p. 7-10).
2️⃣ What to remember
1️⃣ A quantified objective for the single document. The plan sets a target of 100% of DUERPs established and updated in accordance with regulations by 1 January 2028 (objective, p. 70-71). Standardised models of DUERP, of the health and safety at work register (RSST) and of the serious and imminent danger register (RDGI) are planned (deadline 2028, p. 71-72).
2️⃣ Emerging risks are making their entry. For the climate, a working group must be convened as early as November 2026 within the specialised training No. 4 of the Joint Council of the public service, and a practical booklet to prepare for extreme heat is planned (deadline 2027, p. 43-44).
3️⃣ An action dedicated to public health prevention at work. It specifically aims at screening for chronic diseases, vaccination, tackling sedentary behaviour, tobacco and addiction prevention, physical activity and balanced nutrition (p. 37-39). A national reference framework and a circular regarding addictions are planned (deadline 2028, p. 38-39).
3️⃣ To act
1️⃣ Facilitate discussion spaces on work (EDT). The practical guide from the DGAFP on their establishment and facilitation is cited among the resources (p. 13 ; URL provided by the document, not verified). The plan promotes these spaces as a lever for primary prevention of psychosocial risks (p. 12-14) ; a guide update is planned (2028, p. 13).
→ Existing tool explicitly cited.
2️⃣ Check what the DUERP must integrate. The plan recalls or provides for the integration of psychosocial risks (p. 15), differentiated gender assessment (p. 17-18, 72), climate risks (p. 43) and addiction risks (p. 40). The methodological kit DUERP from the DGAFP is cited (p. 71 ; URL not verified).
→ Action requested by the document + existing tool cited.
3️⃣ Prepare the commitment to the ESPER charter. The plan aims to promote the signing of the ESPER charter (Companies and public services commit resolutely) from the MILDECA by employers from the three sectors; they commit to defining a comprehensive project for the prevention of addictive behaviours (p. 40).
→ Existing tool cited and preparation for an announced action.
4️⃣ 3 practical questions
1️⃣ Does the plan concern local authorities and hospitals? Yes. It is interesting: public service of the State, local and hospital (p. 2, 7). Some tools primarily target the State: the AT/MP application, for example, is planned for the FPE "in the first instance" (p. 75).
2️⃣ What does the plan provide in response to the shortage of occupational doctors? The document cites, according to the DREES, 4,853 occupational doctors active in France in 2025 (all sectors), which is 15% less than in 2012 (p. 47). It plans to promote multidisciplinary teams (occupational health nurses, occupational psychologists, ergonomists…), a framework for delegations and the modification of the decrees of 1982 and 1985 (deadline 2028, p. 47-48).
3️⃣ How does the plan address the violence experienced by agents? Observation: 42% of the incidents described by public agents are associated with their profession, compared to 32% for private sector employees (p. 30). A common standard for reporting systems, the revision of circulars on functional protection and a disciplinary guide on sexist and sexual violence are planned (deadline 2027, p. 31-33).
5️⃣ To go further
Blog Health Practices — section "4.3 Health and work" (nearly 130 references). Selected article: "The six topics of quality of life and working conditions", supplement on QVCT, concept used in the plan (p. 63). Verified section: pratiquesensante.odoo.com/4-3-sante-et-travail. The individual URL of the article could not be retrieved (automated access blocked): to be checked manually before dissemination. and all other articles on Health and Work - https://www.pratiquesensante.com/blog/tag/sante-et-travail-51
External resource — Ministry of Labour, The Health at Work Plan 2026-2030 (private sector), launched on 5 June 2026 (external source: Digital Labour Code, page updated on 05/06/2026, consulted on 10/10/2026). The PST-FP refers to its actions in its sections "Correspondences" and the DGAFP ensures the interface (action 4.1, p. 79-81). Page verified: code.work.gov.uk — Occupational health plans. The downloadable plan (PDF) is available on this page. It is a plan, not a practical tool.
6️⃣ #️⃣ Hashtags
#healthpractices #OccupationalHealth #PublicService #Prevention #PsychosocialRisks #DUERP #QVCT #HealthPromotionWork
7️⃣ View Health Practices
Analysis Health Practices — not attributable to the authors of the plan.
⚠️ Accessibility (literacy): no explicitly addressed; however, the document provides communication tools for agents and managers (p. 14), information kits (p. 20), and includes a list of acronyms (p. 85-86).
✅ Empowerment: the EDT must give agents the opportunity to collectively name and analyse the factors of PSR (p. 14); on health and disability issues specific to women, discussion groups, co-development, peer support and health cafés are planned (p. 20). Community health not explicitly addressed.
✅ Equity: evaluation of risks differentiated by gender, with focuses on women with disabilities (p. 17); intersectional approach of equality and disability reference networks (p. 20); reduction of inequalities in access to prevention among agents (p. 37).
✅ Networking: steering on FS no. 4 with trade unions and annual mixed session with networks of prevention actors (p. 82) ; professional communities ISST/ACFI and AP/CP (p. 58, 62) ; coordination with health insurance and complementary health organisms (p. 39).
Assessment : strong point, a formalised network work and a structured attention to gender-related inequalities ; main shortcoming, a participation of agents that mainly goes through their representatives, and an accessibility of information not treated as such.
Reliability : institutional programming document, named regulatory and statistical sources (DREES, DGAFP, FIPHFP, data 2022-2025) ; not useful for tracking deadlines, not very operational as long as the deliverables are not published.
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