Under France’s Law No. 2005-102 on equal rights and opportunities (art. 46), employers with 20 or more employees must provide workplace adjustments to staff with disabilities. The law defines a disability as any long-term physical, mental or sensory impairment that limits participation in professional life. Key terms include “adaptation du poste” for changes to equipment or environment and “aménagement du temps de travail” for flexible scheduling.
Employers must take all appropriate measures to remove barriers and prevent discrimination. Common workplace adjustments include ergonomic chairs, height-adjustable desks, assistive technologies, modified work hours and telework options. The goal is to provide equivalent professional opportunities and support employee autonomy.
An employee or their doctor may submit a written request at any time. Employers often ask for a medical certificate or an expert opinion from the local occupational health service. Once a request is received, French guidelines recommend responding within two months. If the employer needs more information, they must communicate clearly and avoid undue delay.
Individuals can file a complaint with the Défenseur des droits, France’s independent equality watchdog. After investigation, the Défenseur can issue recommendations or refer cases to labour courts. Courts may order payment of damages, impose fines or require immediate implementation of workplace adjustments.
Managing workplace adjustments requests under Law No. 2005-102 on equal rights and opportunities can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Maintain a clear, written policy on workplace adjustments and share it with all staff. Simple transparency helps employees know their rights and the steps to follow.
Train managers to handle requests with empathy and discretion. A thoughtful first response can smooth the rest of the process.
Keep a central log of requests, decisions and follow-ups. Consistent record-keeping reduces risk and simplifies reporting to auditors or the Défenseur des droits.
Avoid common pitfalls like dismissing small requests or delaying responses. Even modest adjustments can make a big difference in an employee’s productivity and morale.
