Mandatory for every employer with at least 1 employee (D.lgs 81/2008, artt. 17, 28-29) — a non-delegable duty of the employer; must be signed with a data certa and updated after process changes or incidents; sanctions of approximately €4,000-8,000 plus possible ostativo (business suspension); covers HoReCa risks (burns/cuts/floors) and salon risks (chemical exposure, mandatory in the DVR).
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone.
Required fields not filled: 9. The PDF will have blank lines in their place to fill in by hand.
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RISK ASSESSMENT DOCUMENT (DVR — DOCUMENTO DI VALUTAZIONE DEI RISCHI)
Business/employer (datore di lavoro): / Number of employees:
1. LEGAL BASIS AND NON-DELEGABLE DUTY 1.1. Under D.lgs 81/2008 (artt. 17, 28-29), EVERY employer with at least 1 employee must draw up a DVR assessing all occupational risks and the prevention measures adopted. 1.2. ⚠️ Drawing up the DVR is a non-delegable duty of the employer — it cannot be outsourced entirely to the RSPP or a consultant, even though they assist in preparing it. 1.3. A standardised, simplified procedure is allowed for businesses with fewer than 10 employees.
2. RISKS BY DUTY/ROLE 2.1. 2.2. Typical HoReCa risks: burns, cuts, slippery floors, manual handling. Typical salon risks: chemical exposure from dyes/products (rischio chimico) — mandatory to include explicitly in the DVR for hairdressing/beauty businesses.
3. PREVENTION MEASURES 3.1.
4. PERSONAL PROTECTIVE EQUIPMENT (DPI) 4.1.
5. IMPROVEMENT PROGRAMME 5.1.
6. SAFETY ROLES 6.1. RSPP: 6.2. Medico competente, if health surveillance (sorveglianza sanitaria) is required: 6.3. RLS:
7. ⚠️ DATA CERTA AND UPDATES 7.1. Date with legal certainty (data certa) of this DVR: 7.2. Next scheduled update: 7.3. The DVR must be updated whenever work processes change significantly or after any workplace incident.
8. SANCTIONS 8.1. Missing or inadequate DVR: sanctions in the range of approximately €4,000-8,000, with the possibility of an ostativo (business activity suspension) in serious cases.
This is a boilerplate template, not legal advice. Italian employment, food-safety, privacy and consumer-protection law (the applicable CCNL — e.g. CCNL Turismo-Pubblici Esercizi/Ristorazione e Turismo, FIPE-Confcommercio, renewed 05.06.2024, in force until 31.12.2027 — the Statuto dei Lavoratori L. 300/1970, D.lgs 81/2015, the "Decreto Trasparenza" D.lgs 104/2022 as softened by DL 48/2023, D.lgs 81/2008, Regulation (EC) No 852/2004, Regulation (EU) No 1169/2011, the GDPR/Codice Privacy D.lgs 196/2003, the TULPS R.D. 773/1931 and the Codice del Consumo D.lgs 206/2005) is highly procedural, tied to fixed statutory calendars (comunicazione preventiva before every call-up, contestazione disciplinare timing, UNILAV deadlines, Alloggiati Web transmission windows) and changes frequently, with CCNL pay tables and sanction thresholds re-indexed periodically, and with some institutions (e.g. affitto di poltrona/cabina) still governed only by circolari and regional/ municipal rules rather than a single national law. Have this document reviewed and adapted by an Italian employment/legal advisor (avvocato giuslavorista / consulente del lavoro) and verified against the applicable CCNL, regional rules and current thresholds before use.
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1 of 12 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.