Disability in the Workplace: Requirements, Awareness, and Inclusion

Disability and Employment in France: A Major Challenge for Businesses

In France, 12 million people have disabilities, including 2.7 million of working age. The unemployment rate among people with disabilities remains twice the national average. Yet 80% of disabilities are invisible—a little-known fact that fuels stereotypes and hinders inclusion.

The inclusion of people with disabilities is both a legal obligation and a driver of performance. Companies that commit to this approach see an improvement in workplace morale, a reduction in absenteeism, and a stronger employer brand.

Beyond simply complying with the law, the goal is to change perceptions: disability is not a barrier to competence. It is the way we view disability—and environmental barriers—that creates exclusion.

Legal Framework: OETH, RQTH, and Employer Obligations

French law imposes specific obligations on businesses:

The Obligation to Employ Workers with Disabilities (OETH)

Any company with 20 or more employees must employ workers with disabilities, representing 6% of its workforce. Since the enactment of the law of September 5, 2018, “on the freedom to choose one’s professional future,” reporting is done through the DSN, and the contribution is paid to URSSAF.

The terms and conditions for fulfilling the obligation

• Direct employment: hiring individuals with RQTH (Recognition of Status as a Disabled Worker) status.
• Outsourcing: Use of ESATs (Work-Support Establishments and Services) and EA companies (Adapted Companies), which allows for a partial tax deduction.
• Hosting interns: hosting interns with disabilities, up to 2% of the workforce.
• Financial contribution: If the quota is not met, the company pays a contribution to AGEFIPH (private sector) or to FIPHFP (public sector).

Other obligations

• Non-discrimination: Article L.1132-1 of the Labor Code prohibits any discrimination based on disability or health status.
• Reasonable accommodation: The employer must take appropriate measures to enable workers with disabilities to obtain or retain employment (Article L.5213-6).
• Mandatory negotiation: Companies with 50 or more employees must negotiate measures related to the hiring and retention of workers with disabilities.

Barriers to disability inclusion in the workplace

Despite a protective legal framework, several obstacles remain:

• Misconceptions about disability: 80% of disabilities are invisible (mental health conditions, chronic illnesses, learning disabilities, and mild sensory impairments). Stereotypes still largely associate disability with wheelchairs.
• Fear of the cost: Many employers overestimate the cost of workplace accommodations. In reality, 80% of these accommodations cost little or nothing, and financial assistance is available (AGEFIPH, Cap Emploi).
• Stigma and self-censorship: Many employees with disabilities do not apply for RQTH status for fear of being stigmatized. This failure to apply deprives both the company and the employee of support services.
• Lack of training for managers: Managers don’t always know how to broach the subject, adjust work arrangements, or direct an employee to the right people.

How to Develop an Ambitious Disability Policy

1. Conduct an assessment

Assess the current situation: employment rates, types of disabilities present, workplace accommodations, and employee perceptions. A diversity and inclusion assessment systematically includes the disability dimension.

2. Raise awareness among all employees

Changing perceptions is the first step. Accordia’s awareness-raising games—particularly the game *C’est Quoi Donc? Handicap & Sante*—offer a fun and non-judgmental way to address the topic. Immersive formats help raise awareness without causing people to become defensive.

3. Train managers and HR staff

Managers must be equipped to welcome employees with disabilities, adapt work arrangements, and retain employees whose disabilities change over time. Accordia’s training programs incorporate these practical skills.

4. Promote inclusive hiring

Adapting recruitment processes: drafting job postings, partnering with specialized organizations (Cap Emploi, associations), and ensuring accessibility during interviews. Accordia’s “Recruiting Without Discrimination” training specifically addresses these issues.

5. Support continued employment

Retaining employees is often more strategic than hiring. Supporting employees whose disability arises or evolves during their career, facilitating the RQTH certification process, and adapting job roles are all actions that strengthen retention and build trust.

The Accordia Approach: Changing Perceptions of Disability

For the past 16 years, Accordia has been helping companies transform their culture regarding disability. Our belief is that inclusion starts with the way we see things.

• Innovative formats: the game *C’est Quoi Donc? Handicap & Sante*, immersive workshops, and interactive exhibitions such as the *Musee des Zorreurs*, which address disability as part of a comprehensive approach to diversity.
• An integrated approach: disability is never addressed in isolation. It is part of a comprehensive diversity and inclusion consulting strategy that enhances the consistency of HR policies.
• Tailored support: from assessment to training and awareness-raising, Accordia offers programs tailored to each organizational context.

B Corp Certified. We’ve helped over 500 companies. Contact us to develop your disability policy.

Learn more

Additional guides

• LGBT+ Inclusion in the Workplace: Challenges, Legal Requirements, and Best Practices
• Intergenerational Management: Turning Age Diversity into Performance
• Raising Awareness of Sexism in the Workplace
• Corporate Diversity and Inclusion Assessment
• Preventing Sexism in the Workplace: Legal Framework and Concrete Actions
• Gender Equality in the Workplace: Requirements, Index, and Action Plan

Related articles

• QVCT and Diversity and Inclusion: The Strategic Link
• Diversity and Inclusion Training: How to Choose the Right Provider

Frequently Asked Questions About Disability in the Workplace

How much does it cost to adapt a workstation for an employee with a disability?

80% of these accommodations cost little or nothing (adjustments to work schedules, telework, and specialized software). For more significant accommodations, AGEFIPH and FIPHFP offer financial assistance. The actual cost is often much lower than the penalty paid for failing to meet the quota.

Is an employee required to disclose their disability to their employer?

No. Declaring a disability is a personal choice. An employer cannot require an employee to provide proof of RQTH status. However, informing your employer allows you to benefit from workplace accommodations and contributes to the company’s employment rate.

What is the difference between RQTH and disability?

The RQTH (Recognition of Status as a Disabled Worker) is issued by the CDAPH and provides access to employment assistance programs. Disability is a Social Security concept related to a reduction in work capacity. The two statuses are separate and can be held concurrently.

How can we raise awareness among staff without stigmatizing people with disabilities?

Prioritize participatory and engaging formats (games, workshops) over top-down approaches. Talk about situations involving disability rather than people with disabilities. Focus on solutions and skills rather than limitations. Gentle humor is a powerful way to break the ice.

Does the OETH apply to companies with fewer than 20 employees?

The 6% employment quota applies to companies with 20 or more employees. However, all companies, regardless of size, are prohibited from discriminating on the basis of disability and are required to provide reasonable accommodations.