{"id":12314,"date":"2026-08-15T15:27:27","date_gmt":"2026-08-15T13:27:27","guid":{"rendered":"https:\/\/www.c2dprevention.com\/?p=12314"},"modified":"2026-08-18T11:19:33","modified_gmt":"2026-08-18T09:19:33","slug":"falls-from-height-and-same-level-falls-2","status":"publish","type":"post","link":"https:\/\/www.c2dprevention.com\/en\/blog-en\/falls-from-height-and-same-level-falls-2\/","title":{"rendered":"Falls from height and same-level falls: why does this trivialised risk remain the leading cause of serious workplace accidents ?"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"12314\" class=\"elementor elementor-12314 elementor-12313\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-fc5133e e-flex e-con-boxed e-con e-parent\" data-id=\"fc5133e\" data-element_type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-19ad771 elementor-widget elementor-widget-text-editor\" data-id=\"19ad771\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">This article is part of a two-part series on returning to work after an accident. Part two: <em>Safety culture: how to make an employee&#8217;s return after a workplace accident a success.<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-91e4371 elementor-widget elementor-widget-text-editor\" data-id=\"91e4371\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">An employee returns after a workplace accident or a leave of several months: this moment, often handled in a rush, is actually one of the riskiest points in a professional journey. If poorly prepared, it exposes the company to financial penalties, a new absence within the year, or even employment tribunal proceedings (<em>prud&#8217;hommes<\/em>).<\/p><p style=\"font-weight: 400;\">Returning to work after a workplace accident is now governed by a set of rules strengthened in 2026: the liaison meeting, the pre-return visit, the DUERP (single occupational risk assessment document), and the prevention of occupational disengagement. These are obligations whose neglect proves costly for employers.<\/p><p style=\"font-weight: 400;\">This article covers the 2026 regulatory framework and the penalties incurred for non-compliance. In a second article, we look at how to turn these obligations into a genuine safety culture.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dc42f56 elementor-widget elementor-widget-heading\" data-id=\"dc42f56\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Why returning to work after an accident is a major issue in 2026<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6c17038 elementor-widget elementor-widget-heading\" data-id=\"6c17038\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">A regulatory framework that is tightening and becoming more precise<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9b5c4c3 elementor-widget elementor-widget-text-editor\" data-id=\"9b5c4c3\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Decree No. 2026-503 of 12 June 2026, in force since 15 June, has reshaped the process of returning after sick leave. Three changes now structure the return to work:<\/p><ul style=\"font-weight: 400;\"><li><strong>The liaison meeting<\/strong>: offered for any leave of more than 30 days, this non-medical exchange between the employee and the employer, in coordination with the occupational health and prevention service (SPST), makes it possible to plan the return ahead of time and present the available support arrangements.<\/li><li><strong>The pre-return medical visit<\/strong>: the employer is now informed of it, unless the employee objects, in order to better prepare the conditions of the return.<\/li><li><strong>The return-to-work medical visit<\/strong>: it is no longer systematic when a recent pre-return visit has concluded that no adjustment to the position or working hours is needed.<\/li><\/ul><p style=\"font-weight: 400;\">At the same time, two decrees dated 28 April 2026 organize the exchange of information between the French health insurance system (<em>Assurance maladie<\/em>) and the SPSTs for continuous leave of at least six months, considered at risk of occupational disengagement. The SPST&#8217;s dedicated unit is alerted so it can offer appropriate support.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3ae8a08 elementor-widget elementor-widget-heading\" data-id=\"3ae8a08\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Figures that speak for themselves<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-732ee9d elementor-widget elementor-widget-text-editor\" data-id=\"732ee9d\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Support for returning to employment is not a nicety, it is a measurable success factor. According to data observed by organizations working on job retention, structured support brings the effective return-to-work rate to 87%, and 91% of supported employees experience no further absence within the year following their return, compared with around 50% when there is no support.<\/p><p style=\"font-weight: 400;\">These figures illustrate a simple reality: a poorly prepared return to work is not a one-off problem, it is a risk factor for relapse, recurrent absenteeism, and, over time, lasting occupational disengagement.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d0e773a elementor-widget elementor-widget-heading\" data-id=\"d0e773a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">What we see in the field: why returns fail<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6de2f3b elementor-widget elementor-widget-text-editor\" data-id=\"6de2f3b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">In the field, return-to-work difficulties almost never come from a single factor. They build up, often silently, well before the actual day of return.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a0d6755 elementor-widget elementor-widget-heading\" data-id=\"a0d6755\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">A lack of anticipation during the leave<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-096e996 elementor-widget elementor-widget-text-editor\" data-id=\"096e996\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Too many companies wait until the employee actually returns before addressing questions about their position, medical restrictions, or team organization. The liaison meeting, still little known among frontline managers, remains underused, even though it makes it possible to prepare this groundwork in advance.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d96c0cc elementor-widget elementor-widget-heading\" data-id=\"d96c0cc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Insufficient coordination between stakeholders<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0dc8a47 elementor-widget elementor-widget-text-editor\" data-id=\"0dc8a47\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">HR, occupational medicine, frontline management, and insurers too often work in silos. Yet a successful return requires multidisciplinary collaboration, particularly in complex situations: a position that has become incompatible with the employee&#8217;s health, significant restrictions, or uncertainty about the return date.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9c8b5a7 elementor-widget elementor-widget-heading\" data-id=\"9c8b5a7\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Poorly tracked documentation obligations<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ded5230 elementor-widget elementor-widget-text-editor\" data-id=\"ded5230\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Many companies have a DUERP, but it is not systematically updated after an accident, even though regulations require this whenever an event changes working conditions \u2014 which is exactly what a return with restrictions involves.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5175350 elementor-widget elementor-widget-text-editor\" data-id=\"5175350\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400; text-align: center;\"><strong>Would you like to assess psychosocial risks (PSR) in your organization? <a href=\"https:\/\/www.c2dprevention.com\/\">Contact C2D<\/a> for a diagnostic assessment.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-377f996 elementor-widget elementor-widget-image\" data-id=\"377f996\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/www.c2dprevention.com\/wp-content\/uploads\/2026\/08\/angry-businessman-discussing-with-colleague-meeting-office-1620x1080.jpeg\" class=\"attachment-large size-large wp-image-12359\" alt=\"Employee in a high-visibility vest giving first aid to a coworker after a workplace accident in a warehouse\" srcset=\"https:\/\/www.c2dprevention.com\/wp-content\/uploads\/2026\/08\/angry-businessman-discussing-with-colleague-meeting-office-1620x1080.jpeg 1620w, https:\/\/www.c2dprevention.com\/wp-content\/uploads\/2026\/08\/angry-businessman-discussing-with-colleague-meeting-office-1080x720.jpeg 1080w, https:\/\/www.c2dprevention.com\/wp-content\/uploads\/2026\/08\/angry-businessman-discussing-with-colleague-meeting-office.jpeg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-166a572 elementor-widget elementor-widget-heading\" data-id=\"166a572\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Penalties and consequences for the company<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ed2c867 elementor-widget elementor-widget-text-editor\" data-id=\"ed2c867\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Failure to comply with return-to-work obligations exposes the company to financial, legal, and human risks on several levels.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a2e6572 elementor-widget elementor-widget-heading\" data-id=\"a2e6572\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">The general duty of safety: an uncapped risk<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cf31769 elementor-widget elementor-widget-text-editor\" data-id=\"cf31769\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Article L4121-1 of the French Labour Code requires employers to take the necessary measures to protect their employees&#8217; physical and mental health. This is not a box to tick: it is an obligation of result, spelled out through the 9 general prevention principles of Article L4121-2.<\/p><p style=\"font-weight: 400;\">In the event of an accident or relapse linked to a failure to comply, the employer&#8217;s inexcusable fault (<em>faute inexcusable<\/em>) may be recognized as soon as the employer was, or should have been, aware of the danger and failed to act. The consequences are severe: an increase in the pension or compensation paid to the victim, damages for personal injury, and exposure to criminal penalties. This risk is uncapped.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-178de32 elementor-widget elementor-widget-heading\" data-id=\"178de32\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Administrative and criminal penalties, in figures<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-91431f0 elementor-widget elementor-widget-text-editor\" data-id=\"91431f0\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Beyond civil liability, several specific failures are now sanctioned:<\/p><ul style=\"font-weight: 400;\"><li><strong>Missing or outdated DUERP<\/strong>: since the anti-fraud law of 25 June 2026, an administrative fine of up to \u20ac4,000 per employee, raised to \u20ac8,000 for repeat offenses, imposed directly by the DREETS (regional department for business, competition, consumer affairs, labour and employment). The former 5th-class contravention (\u20ac1,500 to \u20ac7,500) remains applicable in parallel.<\/li><li><strong>Return-to-work medical visit not organized within 8 days<\/strong>: a 5th-class contravention, up to \u20ac1,500 per employee, doubled for repeat offenses. The employee is then legally presumed to still be on leave, which prevents the employer from sanctioning them for unauthorized absence.<\/li><li><strong>Failure to register with an SPST<\/strong>: a criminal offense, with a fine of \u20ac1,500 per unmonitored employee.<\/li><li><strong>Professional interview not held upon return from a long absence<\/strong>: in companies with 50 or more employees, a corrective payment of \u20ac3,000 into the employee&#8217;s training account (CPF) is owed if the interview and a training offer were not provided.<\/li><li><strong>General safety failures<\/strong>: up to \u20ac10,000 per infraction.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-86ba9dc elementor-widget elementor-widget-heading\" data-id=\"86ba9dc\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">An organizational cost that goes beyond the fine<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d169b41 elementor-widget elementor-widget-text-editor\" data-id=\"d169b41\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">Beyond the amounts involved, a poorly managed return generates recurrent absenteeism, loss of expertise, a deteriorating workplace climate, and reputational risk with both candidates and clients. Regulatory compliance is therefore only the minimum baseline of a genuinely effective prevention policy.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-512a308 elementor-widget elementor-widget-heading\" data-id=\"512a308\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Key takeaways<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-555ea2c elementor-widget elementor-widget-text-editor\" data-id=\"555ea2c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400;\">An employee&#8217;s return after a workplace accident or a long absence is no longer a simple administrative formality: it is a pivotal moment, governed by specific obligations (liaison meeting, pre-return visit, DUERP, SPST follow-up) and financially sanctioned in the event of non-compliance, not to mention the uncapped risk of inexcusable fault.<\/p><p style=\"font-weight: 400;\">Knowing these obligations is the first step. Knowing how to turn them into everyday practice is another. In our second article, we detail how a living safety culture makes it possible to secure these return-to-work moments over the long term: discover how to make an employee&#8217;s return to work after an accident a success.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-9f83cb0 elementor-widget elementor-widget-text-editor\" data-id=\"9f83cb0\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p style=\"font-weight: 400; text-align: center;\"><strong>Would you like a review of your DUERP compliance and your return-to-work processes? <a href=\"https:\/\/www.c2dprevention.com\/\">Contact C2D Pr\u00e9vention<\/a> for a personalized assessment.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bd352e4 elementor-widget elementor-widget-heading\" data-id=\"bd352e4\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Sources<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-98fc11f elementor-widget elementor-widget-text-editor\" data-id=\"98fc11f\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<ul style=\"font-weight: 400;\"><li>Alliance Centre. (2026). <em>DUERP : sanctions renforc\u00e9es en 2026<\/em>. <a href=\"https:\/\/alliancecentre.fr\/blog\/droit-social-paie\/duerp-sanctions-renforcees-en-2026\">alliancecentre.fr<\/a><\/li><li>ameli.fr. (2026). <em>Le rendez-vous de liaison : maintenir le lien pendant un arr\u00eat de travail<\/em>. <a href=\"https:\/\/www.ameli.fr\/entreprise\/vos-salaries\/retour-emploi\/rendez-vous-liaison\">ameli.fr<\/a><\/li><li>ameli.fr. (2026). <em>Dispositifs mis en place pour pr\u00e9venir la d\u00e9sinsertion professionnelle<\/em>. <a href=\"https:\/\/www.ameli.fr\/medecin\/exercice-liberal\/prise-charge-situation-type-soin\/accompagner-la-reprise-du-travail\/dispositifs-mis-en-place-pour-prevenir-la-desinsertion-professionnelle\">ameli.fr<\/a><\/li><li>Chefdentreprise.com. (2026). <em>Visite m\u00e9dicale du travail oubli\u00e9e par l&#8217;employeur : quelles sanctions ?<\/em><a href=\"https:\/\/fiches-pratiques.chefdentreprise.com\/Thematique\/juridique-1053\/FichePratique\/Employeur-oubliant-visite-medicale-quelles-sanctions-365585.htm\">chefdentreprise.com<\/a><\/li><li>Collecteam. (2026). <em>Retour \u00e0 l&#8217;emploi apr\u00e8s une longue maladie : guide pratique pour un accompagnement r\u00e9ussi<\/em>. <a href=\"https:\/\/www.collecteam.fr\/prevention-actu\/retour-a-l-emploi\">collecteam.fr<\/a><\/li><li>Culture RH. (2026). <em>Faute inexcusable de l&#8217;employeur en 2026 : d\u00e9finition, proc\u00e9dure\u2026 tout savoir !<\/em><a href=\"https:\/\/culture-rh.com\/faute-inexcusable-employeur-definition-procedure-tout-savoir\/\">culture-rh.com<\/a><\/li><li>cpf-info.fr. (2026). <em>D\u00e9faut d&#8217;entretien professionnel : votre employeur doit-il verser 3 000 \u20ac sur votre compte CPF ?<\/em> <a href=\"https:\/\/www.cpf-info.fr\/abondement-de-3000-euros-au-cpf\/\">cpf-info.fr<\/a><\/li><li>duerp-en-direct.fr. (2026). <em>Amende DUERP 2026 : 4 000 \u20ac par salari\u00e9 (loi Fraudes)<\/em>. <a href=\"https:\/\/duerp-en-direct.fr\/faq\/amende-duerp-loi-fraudes-2026\/\">duerp-en-direct.fr<\/a><\/li><li>Expertise Sant\u00e9 Travail. (2026). <em>Visite m\u00e9dicale au travail 2026 : types, obligations, sanctions \u2014 guide DRH<\/em>. <a href=\"https:\/\/www.expertisesantetravail.com\/obligations-employeur\/visite-medicale-travail\/\">expertisesantetravail.com<\/a><\/li><li>GHR. (2026). <em>Visites de reprise et de pr\u00e9-reprise : ce que change le d\u00e9cret du 12 juin 2026<\/em>. <a href=\"https:\/\/www.ghr.fr\/social\/actualites\/visites-de-reprise-et-de-pre-reprise-ce-que-change-le-decret-du-12-juin-2026?lang=fr\">ghr.fr<\/a><\/li><li>L\u00e9gifrance. (n.d.). <em>Article L4121-1 &#8211; Code du travail<\/em>. <a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000035640828\/\">legifrance.gouv.fr<\/a><\/li><li>msecu.fr. (2026). <em>Obligations de pr\u00e9vention des risques professionnels 2026<\/em>. <a href=\"https:\/\/www.msecu.fr\/actualite\/prevention-2026-nouvelles-obligations\/\">msecu.fr<\/a><\/li><li>Pr\u00e9vention BTP. (2026). <em>D\u00e9sinsertion professionnelle : nouveaux d\u00e9crets<\/em>. <a href=\"https:\/\/www.preventionbtp.fr\/actualites\/reglementation\/desinsertion-professionnelle-nouveaux-decrets_vxUkwZbEE7wjEK8Hh8izXR\">preventionbtp.fr<\/a><\/li><li>Service Public. (2026). <em>Maladie &#8211; De nouvelles modalit\u00e9s pour les visites de pr\u00e9reprise et de reprise<\/em>. <a href=\"https:\/\/entreprendre.service-public.gouv.fr\/actualites\/A18964?lang=en\">entreprendre.service-public.gouv.fr<\/a><\/li><li>SIST Ouest Normandie. (2026). <em>De nouvelles modalit\u00e9s pour les visites de pr\u00e9-reprise et de reprise apr\u00e8s un arr\u00eat de travail<\/em>. <a href=\"https:\/\/www.santetravail-on.fr\/de-nouvelles-modalites-pour-les-visites-de-prereprise-et-de-reprise-apres-un-arret-de-travail\/\">santetravail-on.fr<\/a><\/li><li>TGS France. (2026). <em>Abondement correctif du CPF : obligations et sanctions<\/em>. <a href=\"https:\/\/www.tgs-france.fr\/blog\/abondement-correctif-du-cpf-calendrier-obligations-et-sanctions\/\">tgs-france.fr<\/a><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>This article is part of a two-part series on returning to work after an accident. Part two: Safety culture: how to make an employee&#8217;s return after a workplace accident a success. 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