Onboarding an RQTH employee with invisible disability: the 7 key steps

1. Invisible disability and RQTH: what are we talking about?

1.1 Invisible disability, a major and unknown reality

It is estimated that the vast majority of disability situations are invisible — around 80%. Behind this term lie very diverse realities: chronic illnesses (diabetes, multiple sclerosis, Crohn's disease, endometriosis, fibromyalgia, heart or kidney diseases), mental disorders (depression, anxiety disorders, bipolarity), neurodevelopmental disorders (DYS disorders, ADHD, autism without associated deficiency), partial sensory deficiencies, chronic pain, or aftereffects of serious illnesses like cancer. The common point of all these profiles: nothing is visible at first glance, which paradoxically exposes the employee to more misunderstanding than visible disabilities, which are better identified.

This invisibility creates a constant tension for the person concerned: whether to talk about their situation, to whom, when, and how far. Many choose to remain silent for fear of judgment, exclusion, or a glass ceiling — at the cost of considerable mental burden and exhaustion to compensate alone. Understanding this reality is the first step towards inclusive management, and this is precisely what the DYNSEO training "Invisible Disability: What Managers Need to Know" works on.

1.2 What RQTH changes (and does not change) in onboarding

The RQTH is an administrative recognition, issued by the Commission for the Rights and Autonomy of Disabled Persons (CDAPH) via the MDPH, at the voluntary request of the person. It opens access to rights: workplace adjustments, funding for tools and aids, support from specialized actors (Cap emploi, disability referent), and consideration in the company's employment obligation. A key point for onboarding: the RQTH never obliges the employee to reveal the medical nature of their disability. They can communicate it to the employer to benefit from adjustments without saying more about their condition.