Organization guide
Mental health and RQTH in France: what should an employer do?
A practical guide for HR and managers when an employee mentions French disability recognition connected to mental health, confidentiality or workplace support.
Know what RQTH does — and does not do
RQTH can support job retention, workplace adjustments and access to dedicated assistance. It does not give HR access to medical records or determine a single automatic solution.
The useful discussion concerns work impact: rhythm, workload, environment, communication and support.
Create a confidential workplace process
Start by clarifying what the employee wants and what may be shared. A manager only needs the information required to carry out agreed work actions.
- Ask about the workplace objective, not the medical history
- Limit information to the people who need it
- Record actions, owners and a review date
Use the appropriate French support routes
The disability team, occupational health and Agefiph may contribute depending on the situation. HR coordinates the workplace framework; health professionals handle medical and fitness-for-work questions.
SafeTalk
Need to align around a real situation?
HopeStage can support the employee, manager and HR around one shared workplace plan.
Frequently asked questions
Must an employee disclose RQTH to the employer?
No. The notification is personal and confidential. The employee decides whether to tell the employer.
Can HR ask for the diagnosis?
No. HR should keep to the information needed to organize work and route medical questions through the appropriate confidential channel.
Does RQTH automatically require an adjustment?
No. It can help access support, but an adjustment must respond to a concrete need and be developed with the relevant professionals.