The single window for employers’ social declaration only takes into account employment contracts, leaving aside certain hybrid statuses and specific situations. The full employment law, adopted in 2023, imposes new obligations on companies while introducing derogatory measures for people with disabilities. The adjustments made to administrative procedures profoundly modify access to rights, particularly for beneficiaries of the employment obligation. New digital tools and support systems are now accessible, transforming the management of inclusive recruitment and the securing of professional pathways.
Full Employment Law: What Changes for Professional Inclusion
A clear turning point occurs with the full employment law: each job seeker is assigned a referent organization, set to become their compass for guidance and support towards integration or training. This centralization clarifies the pathway, limits intermediaries, and accelerates connections with public, associative, and local sector partners.
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The commitment contract becomes the centerpiece for those who remain outside the labor market. It brings together all stakeholders, from support structures to the beneficiary themselves, around a personalized project: support, training, integration, with adjustments tailored to each individual’s journey. While digital tools automate certain tasks, human presence is not relegated to the background: exchange and personalized follow-up remain the norm.
The reform also aims to break down silos and improve experience sharing among employment professionals. The unique platform concentrates all procedures and offers simplified navigation for job search. The guidance, training, and support systems thus benefit from enhanced visibility.
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For a complete overview of these new tools, their functionalities, and the pathways now offered, consult all the information on Plein Emploi: you will find precise answers and advice for each situation.
What Services and Support for People with Disabilities?
The Plein Emploi platform now brings together all the procedures dedicated to people in situations of disability. As soon as a file is registered, a personalized assessment allows for mapping the pathway and laying the foundations for appropriate support. This follow-up, provided jointly with Cap Emploi and the departmental houses for people with disabilities, offers each RQTH disabled worker tailored concrete solutions.
Thanks to new digital tools, it is possible to manage all procedures: consult compatible job offers, submit targeted applications, track the progress of the file, or request a referral to a suitable company. Adapted establishments (ESAT) and adapted temporary work broaden the scope of possibilities while maintaining human and individualized support.
Here are the main measures available to structure a return to or maintenance in employment:
- Meetings with committed employers in welcoming disabled workers
- Priority access to professional training and skills assessment
- Individualized follow-up by a referent organization from the employment network
Local authorities and the State participate in ensuring coherence of pathways, adapting each support to the targeted professional project. Job search, retraining, or workplace adjustments: the platform promotes alignment between job offers and personal expectations. The formalities gain clarity, making rights more accessible and the journey transparent.
Employers: Practical Tips to Promote Access and Retention in Employment
At the heart of the process towards a more open full employment, companies play a driving role. On the platform, they have practical resources to support each recruitment and highlight diverse talents. The support extends well beyond hiring: it is long-term, relying on job adaptations and attention to professional development.
Facilitating Integration
To effectively welcome a new collaborator, the skills passport provides employers with all the useful information about the candidate’s background and acquired knowledge. This tool sharpens selection and anticipates training needs for successful integration.
To help you build a solid and inclusive pathway, several levers can be mobilized:
- Work with employment network actors to ensure reliable integration from day one
- Mobilize support and professional training pathways to prepare for the future
- Designate an inclusion referent within the team, ensuring personalized follow-up and ongoing support
This ongoing dialogue with the State and local authorities allows for opening sustainable pathways to employment and benefiting from recruitment and integration support measures. Beyond speeches, success relies on recognizing skills, evolving missions, but also on the flexibility of managerial practices. It is here, in the concrete of daily life, that inclusion weaves the society of tomorrow.