In both the private and public sectors, employers can hire disabled workers. Moreover, in the private sector, employers are subject to the obligation to employ disabled workers (OETH). In return, they can benefit, subject to conditions, from financial aid. To take advantage of this, companies must submit a request to Agefiph and arrange a workstation for the recruited person. Here are the different aids that finance the recruitment of a disabled employee.
Assistance for professional integration (AIP) is dedicated to people with disabilities who are unable to enter the labor market. Here are the criteria that the candidate must meet:
Professional integration assistance is also intended for people from one of the following establishments:
The AIP can be paid for hiring on a fixed-term contract for more than 12 months or on a permanent contract. This aid has an amount of:
Aid for the professionalization contract was created to encourage companies to hire professionalization contracts. Currently, this aid concerns young people but also people with disabilities. The objective is that they too benefit from qualifying training. This aid is paid both to the employer who trains a disabled person and to the people under contract who receive a financial benefit. The professionalization contract can be full-time or part-time (minimum 16 hours per week). The amount of this aid can reach 3000 €. It is paid at the start of the contract and is not renewable. The request for assistance must be made to Agefiph.
For a professionalization contract, the amount is:
Aid for the apprenticeship contract is aimed at employers and people with disabilities. The apprenticeship contract must have a minimum duration of 6 months. The amount of aid varies according to the duration of the apprenticeship and the age of the apprentice.
For an apprenticeship contract, the amount is:
If, at the end of the professionalization contract, the employer wishes to hire the disabled worker, he can benefit from assistance for sustainability following the professionalization contract. This aid is granted for permanent contracts. It ensures the reimbursement of employer contributions in full the first year and up to 50% the second year.
To benefit from the various aids when recruiting a disabled person, you must apply to a Cap emploi or Pôle emploi adviser. It is also possible to contact the local mission. Most often it is she who initiates the process.
Both employers and employees with disabilities can also benefit from the many actions of Agefiph. This structure helps people with disabilities to enter the labor market. It facilitates exchanges between employer and employee and even accompanies requests for assistance.
Recruiting a disabled worker is not a choice but an obligation. The obligation to employ disabled workers (OETH) concerns all companies with more than 20 employees. They must either:
Know that as a company, having workers with disabilities is an asset. Of course, this approach reassures employees who then show a better commitment to their employer. Disabled workers also promote mutual support and teamwork. Employees find it easier to find solutions to carry out their project. They also have better crisis management.
Finally, vis-à-vis consumers, companies offer a positive image that is close to their audience. Remember that today consumers choose brands based on the image they convey. Membership and loyalty sometimes depend on the actions taken by companies and whether they are ecological or human.
