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            <title xml:lang="en">TELEWORKING AND OCCUPATIONAL RISK PREVENTION</title>
            <title xml:lang="fr">Le télétravail et la prévention des risques professionnels</title>
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                <term xml:lang="fr">ANI 19 juillet 2005</term>
                <term xml:lang="fr">télétravail</term>
                <term xml:lang="fr">risques professionnels</term>
                <term xml:lang="fr">RPS</term>
                <term xml:lang="fr">santé au travail</term>
                <term xml:lang="fr">articles L.1222-9 à -11 C. trav.</term>
                <term xml:lang="fr">obligation de sécurité</term>
                <term xml:lang="fr">ANI 26 novembre 2020</term>
                <term xml:lang="fr">management</term>
                <term xml:lang="fr">télétravailleurs</term>
                <term xml:lang="fr">responsabilité</term>
                <term xml:lang="fr">autonomie</term>
                <term xml:lang="fr">conditions de travail</term>
                <term xml:lang="fr">évaluation</term>
                <term xml:lang="fr">prévention</term>
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              <p>The Covid-19 pandemic has spurred the development of telecommuting in manycompanies, which are now tending to make it a permanent fixture for activities thatlend themselves to it. Despite its advantages, however, telecommuting does not excludeall occupational risks when carried out from the employee’s home. Under these conditions, the employer must guarantee the protection of teleworkers’ health by virtue ofhis safety obligation. But the implementation of a preventive approach is severelychallenged by a private space that is beyond the employer’s control. What are thesedifficulties? How can we proceed? The ANI of November 26, which clarifies the legalframework for telecommuting, offers a few clues, and suggests a form of empowermentfor employees and their managers.</p>
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              <p>La pandémie de la Covid-19 a favorisé l’essor du télétravail dans de nombreuses entreprises qui tendent aujourd’hui à le pérenniser pour les activités qui s’y prêtent. Malgréses avantages, ce mode organisationnel n’exclut pas tout risque professionnel quandil est exercé au domicile du salarié. Dans ces conditions, l’employeur doit garantirla protection de la santé des télétravailleurs en vertu de son obligation de sécurité.Mais la mise en place de la démarche de prévention est mise à rude épreuve face àun espace privé qui échappe à son autorité. Quelles sont ces difficultés ? Commentprocéder ? L’ANI du 26 novembre, qui clarifie le cadre juridique du télétravail, apportequelques pistes en laissant émerger une forme de responsabilisation des salariés et deleur manager</p>
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