{"id":3893,"date":"2026-04-30T20:29:52","date_gmt":"2026-04-30T18:29:52","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/"},"modified":"2026-04-30T20:29:52","modified_gmt":"2026-04-30T18:29:52","slug":"visite-prevention-contrat-travail","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/","title":{"rendered":"La visite d&rsquo;information et de pr\u00e9vention valide le contrat de travail."},"content":{"rendered":"<p class=\"wp-block-paragraph\">La <strong>visite d&rsquo;information<\/strong> et de <strong>pr\u00e9vention<\/strong> constitue une \u00e9tape obligatoire pour toute embauche en France. Elle permet d&rsquo;\u00e9changer sur l&rsquo;\u00e9tat de sant\u00e9 du salari\u00e9 et d&rsquo;orienter vers le <strong>suivi m\u00e9dical<\/strong> si besoin.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Le cadre l\u00e9gal a \u00e9volu\u00e9 depuis 2017, rempla\u00e7ant l&rsquo;ancienne visite m\u00e9dicale d&#8217;embauche par la VIP. Cette obligation soul\u00e8ve des points pratiques et juridiques essentiels pour l&rsquo;<strong>employeur<\/strong> et le <strong>salari\u00e9<\/strong>, et pr\u00e9pare l&rsquo;analyse suivante.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #1e73be;color:#1e73be\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #1e73be;color:#1e73be\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#A_retenir\" >A retenir :<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Obligation_legale_et_salaries_concernes\" >Obligation l\u00e9gale et salari\u00e9s concern\u00e9s<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Salaries_concernes_et_delais_legaux\" >Salari\u00e9s concern\u00e9s et d\u00e9lais l\u00e9gaux<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Dispense_attestation_et_periodicite_du_suivi\" >Dispense, attestation et p\u00e9riodicit\u00e9 du suivi<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Conditions_de_dispense_et_cas_particuliers\" >Conditions de dispense et cas particuliers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Periodicite_personnalisee_et_suivi_adapte\" >P\u00e9riodicit\u00e9 personnalis\u00e9e et suivi adapt\u00e9<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Role_de_lemployeur_financement_et_consequences_du_defaut\" >R\u00f4le de l&#8217;employeur, financement et cons\u00e9quences du d\u00e9faut<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Obligations_pratiques_de_lemployeur\" >Obligations pratiques de l&#8217;employeur<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/#Financement_des_services_et_sanctions_possibles\" >Financement des services et sanctions possibles<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"A_retenir\"><\/span>A retenir :<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Visite d&rsquo;information obligatoire dans les trois mois suivant l&#8217;embauche<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Possibilit\u00e9 de dispense sous conditions strictes et justificatives<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Attestation de suivi remise au salari\u00e9 et \u00e0 l&#8217;employeur<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Financement encadr\u00e9 par d\u00e9cret, cotisations 80% \u00e0 120% du co\u00fbt moyen<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Obligation_legale_et_salaries_concernes\"><\/span>Obligation l\u00e9gale et salari\u00e9s concern\u00e9s<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Apr\u00e8s l&rsquo;essentiel rappel\u00e9, il faut pr\u00e9ciser qui doit b\u00e9n\u00e9ficier de la visite et dans quels d\u00e9lais. Selon le Code du travail, l&rsquo;adh\u00e9sion \u00e0 un <strong>service de sant\u00e9 au travail<\/strong> est obligatoire d\u00e8s le premier salari\u00e9. Ce point conduit \u00e0 examiner les modalit\u00e9s pratiques, y compris les dispensations possibles.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Salaries_concernes_et_delais_legaux\"><\/span>Salari\u00e9s concern\u00e9s et d\u00e9lais l\u00e9gaux<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette rubrique pr\u00e9cise les cat\u00e9gories de salari\u00e9s soumis \u00e0 la visite et les d\u00e9lais applicables. La <strong>VIP<\/strong> doit se tenir dans les trois mois suivant la prise effective du poste de travail, sauf exceptions l\u00e9gales. Des exceptions existent pour les apprentis, les travailleurs de nuit et les moins de dix-huit ans.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>D\u00e9lais et exceptions :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Apprentis : visite sous deux mois<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Travailleurs de nuit : visite avant affectation au poste<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Saisonniers : obligation si plus de quarante-cinq jours expos\u00e9s<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Cat\u00e9gorie<\/th>\n<th>D\u00e9lai<\/th>\n<th>Condition particuli\u00e8re<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>CDI \/ CDD<\/td>\n<td>3 mois<\/td>\n<td>Visite d&rsquo;information initiale<\/td>\n<\/tr>\n<tr>\n<td>Apprentis<\/td>\n<td>2 mois<\/td>\n<td>D\u00e9rogation sp\u00e9cifi\u00e9e<\/td>\n<\/tr>\n<tr>\n<td>Travailleurs de nuit \/ Mineurs<\/td>\n<td>Avant affectation<\/td>\n<td>Obligation stricte<\/td>\n<\/tr>\n<tr>\n<td>Saisonniers expos\u00e9s<\/td>\n<td>Selon dur\u00e9e et exposition<\/td>\n<td>Si &gt;45 jours et exposition<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab En tant que responsable RH, la VIP m&rsquo;a permis d&rsquo;anticiper des am\u00e9nagements de poste efficaces \u00bb<\/p>\n<p><cite>Lucie D.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Dispense_attestation_et_periodicite_du_suivi\"><\/span>Dispense, attestation et p\u00e9riodicit\u00e9 du suivi<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Encha\u00eenant sur les d\u00e9lais, il est crucial de comprendre les r\u00e8gles de dispense et la p\u00e9riodicit\u00e9 du suivi. Selon l&rsquo;arr\u00eat\u00e9 du 16 octobre 2017, une attestation de suivi est remise au salari\u00e9 et \u00e0 l&#8217;employeur \u00e0 l&rsquo;issue de la VIP. Ce m\u00e9canisme renvoie au suivi p\u00e9riodique personnalis\u00e9 fix\u00e9 par le m\u00e9decin du travail.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Conditions_de_dispense_et_cas_particuliers\"><\/span>Conditions de dispense et cas particuliers<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette section d\u00e9taille les trois conditions cumulatives permettant la dispense : emploi identique, attestation de suivi disponible, absence de mesures particuli\u00e8res r\u00e9centes. Selon le Code du travail, ces trois conditions doivent \u00eatre r\u00e9unies simultan\u00e9ment pour \u00e9viter la VIP. Le d\u00e9lai d&rsquo;anciennet\u00e9 pertinent est de cinq ans, r\u00e9duit \u00e0 trois pour les suivis adapt\u00e9s.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Conditions de dispense :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Emploi identique pr\u00e9sentant risques \u00e9quivalents<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Professionnel de sant\u00e9 en possession de l&rsquo;attestation<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Aucune mesure individuelle ou avis d&rsquo;inaptitude r\u00e9cent<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Periodicite_personnalisee_et_suivi_adapte\"><\/span>P\u00e9riodicit\u00e9 personnalis\u00e9e et suivi adapt\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce point pr\u00e9cise la p\u00e9riodicit\u00e9, d\u00e9termin\u00e9e par le m\u00e9decin du travail en protocole personnalis\u00e9. Selon le d\u00e9cret n\u00b02022-1749, la p\u00e9riodicit\u00e9 standard est de cinq ans, ajust\u00e9e selon l&rsquo;\u00e2ge et les risques professionnels. Certains salari\u00e9s \u00e0 risque b\u00e9n\u00e9ficient d&rsquo;un suivi au moins tous les trois ans.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab La remise d&rsquo;attestation rassure les \u00e9quipes et formalise le suivi en entreprise \u00bb<\/p>\n<p><cite>Marc P.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>\u00c9l\u00e9ment<\/th>\n<th>R\u00e8gle standard<\/th>\n<th>Suivi adapt\u00e9<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>P\u00e9riodicit\u00e9 g\u00e9n\u00e9rale<\/td>\n<td>Tous les cinq ans<\/td>\n<td>Selon protocole<\/td>\n<\/tr>\n<tr>\n<td>Suivi adapt\u00e9<\/td>\n<td>Travailleurs handicap\u00e9s<\/td>\n<td>Au moins tous les trois ans<\/td>\n<\/tr>\n<tr>\n<td>Justification<\/td>\n<td>\u00c2ge et risques<\/td>\n<td>\u00c9tat de sant\u00e9<\/td>\n<\/tr>\n<tr>\n<td>Document d\u00e9livr\u00e9<\/td>\n<td>Attestation de suivi<\/td>\n<td>Avis d&rsquo;aptitude si n\u00e9cessaire<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Petite remarque empathique : ces r\u00e8gles visent \u00e0 concilier s\u00e9curit\u00e9 et maintien dans l&#8217;emploi des personnes concern\u00e9es. L&#8217;employeur doit garder une trace des actes m\u00e9dicaux et des attestations pour pr\u00e9venir tout contentieux.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Role_de_lemployeur_financement_et_consequences_du_defaut\"><\/span>R\u00f4le de l&#8217;employeur, financement et cons\u00e9quences du d\u00e9faut<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Suite aux obligations pr\u00e9c\u00e9dentes, l&#8217;employeur doit organiser les visites et assurer la r\u00e9mun\u00e9ration du temps consacr\u00e9 aux examens. Selon le d\u00e9cret n\u00b02022-1749, le financement des services de pr\u00e9vention interentreprises est encadr\u00e9, avec un bonnet de variation des cotisations. L&#8217;employeur reste responsable du paiement des temps et frais de transport li\u00e9s aux visites.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Obligations_pratiques_de_lemployeur\"><\/span>Obligations pratiques de l&#8217;employeur<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette partie explicite les actions concr\u00e8tes attendues de l&#8217;employeur pour respecter l&rsquo;obligation l\u00e9gale. L&#8217;employeur doit inscrire le salari\u00e9 aux visites, assurer la prise en charge des temps de pr\u00e9sence et informer sur les risques professionnels. En cas de d\u00e9faillance du service de sant\u00e9 au travail, l&#8217;employeur peut chercher r\u00e9paration pour le d\u00e9faut de tenue des visites.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Mesures employeur :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Organisation des rendez-vous avec le SPST<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Prise en charge du temps de visite et des transports<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Conservation des attestations et des avis m\u00e9dicaux<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Financement_des_services_et_sanctions_possibles\"><\/span>Financement des services et sanctions possibles<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette section examine le financement et les risques pour l&#8217;employeur en cas de d\u00e9faut. Le montant des cotisations vers\u00e9es au SPSTI doit \u00eatre compris entre 80% et 120% du co\u00fbt moyen national de l&rsquo;ensemble socle. Le d\u00e9faut d&rsquo;organisation d&rsquo;une VIP expose l&#8217;employeur \u00e0 des demandes de dommages-int\u00e9r\u00eats et \u00e0 des ruptures de contrat pour cause.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab La visite de pr\u00e9-reprise m&rsquo;a aid\u00e9 \u00e0 reprendre mon poste progressivement apr\u00e8s mon arr\u00eat \u00bb<\/p>\n<p><cite>Anne L.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Un avis d&rsquo;expert : l&rsquo;utilisation proactive des visites facilite l&rsquo;am\u00e9nagement des postes et limite le risque contentieux pour l&#8217;employeur. La bonne pratique consiste \u00e0 documenter chaque \u00e9tape et \u00e0 orienter rapidement vers le m\u00e9decin du travail si n\u00e9cessaire.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab L&rsquo;application stricte des r\u00e8gles de VIP prot\u00e8ge la sant\u00e9 et la s\u00e9curit\u00e9 des salari\u00e9s \u00bb<\/p>\n<p><cite>S\u00e9bastien R.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : Minist\u00e8re du Travail, \u00ab Visite d&rsquo;information et de pr\u00e9vention \u00bb, Gouvernement, 2017 ; D\u00e9cret n\u00b02022-1749, Journal officiel, 2022 ; Arr\u00eat\u00e9 du 16 octobre 2017, Journal officiel, 2017.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>La visite d&rsquo;information et de pr\u00e9vention constitue une \u00e9tape obligatoire pour toute embauche en France. Elle permet d&rsquo;\u00e9changer sur l&rsquo;\u00e9tat de sant\u00e9 du salari\u00e9 et &#8230; <a title=\"La visite d&rsquo;information et de pr\u00e9vention valide le contrat de travail.\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/visite-prevention-contrat-travail\/\" aria-label=\"En savoir plus sur La visite d&rsquo;information et de pr\u00e9vention valide le contrat de travail.\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":3892,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-3893","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-contrat","resize-featured-image"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>La visite d&#039;information : cl\u00e9 pour valider le contrat de 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