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Teleworking has become a solution for many employees, but what about disabled workers?

This mode of organization, when well supervised, can be a real opportunity for professional inclusion. Discover in this article everything you need to know about teleworking for disabilities, from rights to possible adjustments, including solutions for a successful implementation.

The Evolution of Telework for Disabled Workers

With the rise of teleworking, many challenges related to the inclusion of people with disabilities are finding suitable solutions. Companies are now encouraged to offer flexible and accessible working conditions to promote work-life balance.

In France, legislation actively supports these initiatives. Employers have an obligation to ensure that teleworking is accessible to all their employees, including disabled workers.

Legal framework for teleworking for disabled workers

What does the law say about teleworking and disability?

Article L. 1222-9 of the French Labor Code guarantees that teleworking is accessible to people with disabilities. Employers must facilitate this organization by implementing suitable arrangements, such as:

  • Flexible hours.
  • Ergonomic tools for teleworking.

The 2005 Act strengthens this obligation by requiring businesses to provide reasonable adjustments to remove barriers to employment.

RQTH and teleworking: what rights do employees have?

Recognition of Disabled Worker Status (RQTH) is an essential mechanism for accessing specific rights in terms of teleworking.

If you hold a RQTH, you can request arrangements to telework in the best possible conditions.

Consult this article of the Labor Code to learn more.

Teleworking and Disability Agreement : How to set it up?

The role of employers in accessibility

Companies are required to justify any refusal of telework for a disabled employee. A dialogue with the occupational physician and an analysis of individual needs can ensure appropriate solutions. For example, ergonomics in telework can be optimized using specific equipment.

The importance of a collective or individual agreement

A telework and disability agreement can be formalized in an internal charter or an individual contract. This document defines the implementation procedures, such as the frequency of telework and the necessary adaptations.

Benefits of teleworking for disabled workers

Improved well-being

Teleworking reduces the constraints of travel, a particularly critical point for many disabled workers. At home, they can set up a tailor-made workspace and adapt their schedule to their needs.

Flexibility and enhanced inclusion

Teleworking provides employees with access to adapted technologies, such as assistive software or ergonomic devices. This way of working also promotes greater inclusion by limiting physical barriers.

Obstacles and solutions to teleworking for disabled workers

Although teleworking has many benefits, it is not without its challenges. Some of the main difficulties include:

  • Social isolation: a balance can be found with a hybrid mode combining teleworking and face-to-face work.
  • Technical constraints: employer support is essential to provide the necessary tools.

Promoting an inclusive and productive approach

Telework is a powerful solution to promote the inclusion of workers with disabilities. With appropriate legislation and the efforts of employers, it is possible to overcome barriers and ensure an inclusive work environment.

Frequently asked questions about teleworking and disability

What are the rights of disabled workers in terms of teleworking according to the law?

Teleworking decree for disabled workers: what does the law say?


The decree governing teleworking for disabled workers is based on Article L. 1222-9 of the Labor Code. It requires employers to justify any refusal and to put in place reasonable accommodations.

How to obtain teleworking arrangements with Recognition of Disabled Worker Status (RQTH)?

How to request a teleworking arrangement with a RQTH?


To make a teleworking request , it is recommended to:

  • Consult the occupational physician to determine the necessary adjustments.
  • Submit a written request to your employer, supported by supporting documents.