{"id":773,"date":"2015-03-19T09:05:00","date_gmt":"2015-03-19T08:05:00","guid":{"rendered":"https:\/\/www.garcia-avocat-paris.fr\/licenciement?p=773"},"modified":"2018-05-28T10:40:15","modified_gmt":"2018-05-28T09:40:15","slug":"lobligation-de-lemployeur-en-matiere-de-visite-medicale-dembauche","status":"publish","type":"post","link":"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/lobligation-de-lemployeur-en-matiere-de-visite-medicale-dembauche\/","title":{"rendered":"L\u2019obligation de l\u2019employeur en mati\u00e8re de visite m\u00e9dicale d&#8217;embauche"},"content":{"rendered":"<p>La visite m\u00e9dicale d\u2019embauche doit avoir lieu au plus tard avant l\u2019expiration de la p\u00e9riode d\u2019essai.<\/p>\n<h2>&#8211;\u00a0<span style=\"text-decoration: underline;\">Visite m\u00e9dicale d&#8217;embauche: Les dispositions l\u00e9gales<\/span><\/h2>\n<p><a href=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/lobligation-de-lemployeur-en-matiere-de-visite-medicale-dembauche\/\"><img decoding=\"async\" class=\"alignleft size-thumbnail wp-image-776\" src=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2015\/03\/visite-m\u00e9dicale-avocat-du-travail-150x150.jpg\" alt=\"visite m\u00e9dicale;avocat du travail;avocat contrat de travail\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2015\/03\/visite-m\u00e9dicale-avocat-du-travail-150x150.jpg 150w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2015\/03\/visite-m\u00e9dicale-avocat-du-travail-267x267.jpg 267w, https:\/\/www.garcia-avocat-paris.fr\/licenciement\/wp-content\/uploads\/2015\/03\/visite-m\u00e9dicale-avocat-du-travail-100x100.jpg 100w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/a>L\u2019article R4624-10 du Code du travail dispose que\u00a0: <em>\u00ab\u00a0<strong><span style=\"text-decoration: underline;\">Tout salari\u00e9 doit faire l\u2019objet d\u2019un examen m\u00e9dical du travail avant l\u2019embauche ou, au plus tard, avant l\u2019expiration de la p\u00e9riode d\u2019essai qui l\u2019embauche\u00a0\u00bb.<\/span><\/strong><\/em><\/p>\n<p>La visite m\u00e9dicale d\u2019embauche doit avoir lieu au plus tard avant l\u2019expiration de la p\u00e9riode d\u2019essai. Cette visite est obligatoirement r\u00e9alis\u00e9e avant l\u2019embauchage (donc avant la prise de fonction) pour les salari\u00e9s soumis \u00e0 une surveillance m\u00e9dicale renforc\u00e9e (handicap\u00e9, femmes enceintes\u2026).<\/p>\n<h2>&#8211;\u00a0<span style=\"text-decoration: underline;\">Visite m\u00e9dicale d&#8217;embauche: Quels sont les cas de dispense\u00a0?<\/span><\/h2>\n<p>L\u2019article L R4624-12 du Code du travail \u00a0dispense l\u2019employeur de faire proc\u00e9der \u00e0 la visite m\u00e9dicale d\u2019embauche lorsque trois conditions sont simultan\u00e9ment r\u00e9unies\u00a0:<\/p>\n<p>&#8211; le salari\u00e9 est amen\u00e9 \u00e0 occuper un emploi identique pr\u00e9sentant les m\u00eames risques d\u2019exposition chez le m\u00eame employeur ou chez un nouvel employeur, cela implique que le salari\u00e9 se voit confier les m\u00eames t\u00e2ches et se trouve soumis \u00e0 des conditions identiques\u00a0;<\/p>\n<p>&#8211; le m\u00e9decin du travail concern\u00e9 est en possession de la fiche d\u2019aptitude, en cas de changement d\u2019entreprise, la fiche d\u2019aptitude sera demand\u00e9e au salari\u00e9,<\/p>\n<p>&#8211; aucune inaptitude n\u2019a \u00e9t\u00e9 reconnue lors du dernier examen m\u00e9dical intervenu au cours des 24 mois pr\u00e9c\u00e9dents (si le salari\u00e9 est \u00e0 nouveau embauch\u00e9 chez le m\u00eame employeur), ou bien au cours des 12 dernier mois (lorsque le salari\u00e9 a chang\u00e9 d\u2019entreprise).<\/p>\n<p>Toutefois, m\u00eame dans ces hypoth\u00e8ses, la visite d\u2019embauche devra avoir lieu si le m\u00e9decin l\u2019estime n\u00e9cessaire ou si le salari\u00e9 en fait la demande. il en est de m\u00eame si le salari\u00e9 doit faire l\u2019objet d\u2019une visite m\u00e9dicale renforc\u00e9e.<\/p>\n<h2>&#8211;\u00a0<span style=\"text-decoration: underline;\">Quels sont les contrats vis\u00e9s par cette obligation de visite m\u00e9dicale d\u2019embauche\u00a0?<\/span><\/h2>\n<p>Cette obligation de visite m\u00e9dicale s\u2019impose quelle que soit la nature du contrat qu\u2019il s\u2019agisse d\u2019un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e ou ind\u00e9termin\u00e9e et ce quel qu\u2019en soit la dur\u00e9e.<\/p>\n<h2>&#8211;\u00a0<span style=\"text-decoration: underline;\">Quelles sont les cons\u00e9quences de l\u2019absence de visite m\u00e9dicale d\u2019embauche et quelle est la position de la jurisprudence en la mati\u00e8re\u00a0?<\/span><\/h2>\n<p>Lorsque le chef d\u2019entreprise ne fait pas r\u00e9aliser de visite m\u00e9dicale ou y proc\u00e8de apr\u00e8s que la p\u00e9riode d\u2019essai soit achev\u00e9e, il engage sa responsabilit\u00e9 p\u00e9nale.<\/p>\n<p>La jurisprudence admet que <strong>l\u2019absence de visite m\u00e9dicale d\u2019embauche cause n\u00e9cessairement un pr\u00e9judice au salari\u00e9, <\/strong>ouvrant droit \u00e0 des dommages-<em>int\u00e9r\u00eats (Cass. soc.,5 oct. 2010, ,n\u00b0 09-40913).<\/em><\/p>\n<p>Il a \u00e9t\u00e9 jug\u00e9 que devait \u00eatre indemnis\u00e9 le salari\u00e9 \u00e0 qui son employeur n\u2019avait pas fait passer de visite m\u00e9dicale alors que cette embauche r\u00e9sultait de CDD de courte dur\u00e9e (<em>Cass. soc. 11 juillet 2012, n\u00b011-11709).<\/em><\/p>\n<p>Pus r\u00e9cemment, le 14 mars 2013, la cour de cassation a\u00a0 eu l\u2019occasion de pr\u00e9ciser que le simple fait pour l\u2019employeur de ne pas avoir soumis son salari\u00e9 \u00e0 une visite m\u00e9dicale d\u2019embauche avant l\u2019expiration de la p\u00e9riode d\u2019essai suffisait \u00e0 caract\u00e9riser la faute inexcusable au sens de l\u2019article L452-1 du Code de la S\u00e9curit\u00e9 Sociale.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>La visite m\u00e9dicale d\u2019embauche doit avoir lieu au plus tard avant l\u2019expiration de la p\u00e9riode d\u2019essai. &#8211;\u00a0Visite m\u00e9dicale d&#8217;embauche: Les dispositions l\u00e9gales L\u2019article R4624-10 du Code du travail dispose que\u00a0: \u00ab\u00a0Tout salari\u00e9 doit faire l\u2019objet d\u2019un examen m\u00e9dical du travail avant l\u2019embauche ou, au plus tard, avant l\u2019expiration de la p\u00e9riode d\u2019essai qui l\u2019embauche\u00a0\u00bb. La [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":776,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[3],"tags":[6,90],"class_list":["post-773","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-contrat-de-travail","tag-visite-medicale"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>L\u2019obligation de l\u2019employeur en mati\u00e8re de visite m\u00e9dicale<\/title>\n<meta name=\"description\" content=\"La visite m\u00e9dicale d\u2019embauche doit avoir lieu au plus tard avant l\u2019expiration de la p\u00e9riode d\u2019essai.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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