Disability Liaison Officer Training
Approach your role with a systematic approach, confidence, and credibility.
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Have you just been appointed as a disability liaison?
Becoming a disability liaison isn’t something you can just wing. In two days, build a solid foundation to support employees, engage the right stakeholders, and advance your disability policy in a practical way.
In many organizations, appointing a disability liaison is either a legal requirement or a way to promote inclusion. However, those who take on this role rarely have a clear framework:
- How do you respond to a request for planning permission?
- What should you say when an employee brings up a health issue?
- How should we talk about RQTH?
- Who should you contact, and when?
- How can we raise awareness among teams without causing any awkwardness?
This training program was designed to provide practical solutions to these everyday situations.
By the end of the training, you will be able to
Welcome, guide, and support
Receive a request, listen, assess needs, and provide support tailored to individual situations based on different types of disabilities.
Build your network of stakeholders
Occupational medicine, HR, managers, Agefiph, Cap Emploi, external partners: knowing who to contact and when.
Steer your actions
Set realistic priorities and develop a roadmap tailored to your organization.
Raise awareness and ensure the safety of your practices
Promote a better understanding of disability without making anyone feel guilty, and act in accordance with the law and your responsibilities.
Real-life scenarios
Throughout the training, the material is put into context using real-life cases encountered in organizations.
Case 1
An employee informs you that they have been granted RQTH status but refuses to let their manager know.
Case 2
An employee is requesting a workplace accommodation without having received official approval.
Case 3
One manager believes that a certain arrangement creates inequality within the team.
Case 4
A situation of incapacity is looming, and several parties are stepping in at the same time.
Case 5
A work group makes insensitive comments about an invisible disability.
A teaching approach designed to encourage action
At Accordia, we believe that training is effective when its impact lasts beyond the two-day session. That’s why we combine:
- Case studies: analysis of real-life situations and development of appropriate solutions.
- Role-playing exercises: practicing listening, guidance, and support skills.
- Ready-to-use tools: analysis grids, resources, interview guidelines, and awareness-raising materials.
- Collective intelligence: sharing experiences among participants who face realities that are sometimes very different.
Tools that you can also use in your organization
Awareness-raising isn't just about presentations. During the training, we'll introduce you to several educational tools developed by Accordia and used with thousands of employees and managers.
What Is It, Anyway? Disability & Health
A game developed by Accordia to help participants easily navigate situations—sometimes complex—related to disabilities, chronic illnesses, and accommodations. You’ll learn about it during the training and leave with a copy.
You'll leave with
- The complete teaching resource.
- The "What Is It?" game box: Disability & Health.
- The DiversiCartes® game.
- Practical resources.
- Reusable templates and tools.
More than 15 years of experience promoting inclusion
For more than fifteen years, we have been supporting private companies, public institutions, and large organizations on issues related to diversity, inclusion, and disability. Our teams work with disability liaisons, managers, HR departments, executive committees, and workgroups. This hands-on experience directly informs the content of our training programs.
Format and pricing
2 days (14 hours), in-person in Paris or online, as an open-enrollment or in-house training course. Price: €1,490 (excluding tax) per person (open-enrollment); €4,500 (excluding tax) per group (in-house, up to 12 people). Accordia is not subject to VAT.
Frequently Asked Questions
Answers to questions from recently appointed liaisons.
Is it mandatory to appoint a disability liaison officer?
In companies with at least 250 employees, the Labor Code requires the appointment of a disability liaison officer. Their role includes providing guidance, information, and support to employees with disabilities.
Is prior expertise in disability required?
No. The training program is designed for individuals who have recently been appointed or who wish to structure their practice.
What is the difference between a disability liaison and a disability program?
The disability liaison often serves as a local point of contact. A disability office may have broader authority to oversee and implement disability policy.
How should you discuss the RQTH with an employee?
The training provides practical guidelines for discussing the topic with tact, confidentiality, and respect for the individual’s right to choose.
How can workplace modifications be funded?
Depending on the situation, various forms of assistance and programs can be made available with the support of specialized partners such as Agefiph or FIPHFP.
What should you do when a disability is invisible?
This is precisely one of the most common situations covered during the training.
Will I leave with tools I can use right away?
Yes. Each participant leaves with a complete set of educational materials, a copy of the game “C’est Quoi Donc? Handicap & Santé,” a set of DiversiCartes®, and resources that can be put to immediate use.
Talk to a consultant
Take on your role with confidence
In-person in Paris or online, as an in-house or external training program. Let’s discuss your role as a supervisor and determine the format that works best for you.
