Business partnership–ESAT: how to build a sustainable and win-win collaboration
Subcontracting, provision of services — a partnership with an ESAT is one of the most concrete levers of your inclusion policy. Here’s how to build it so that it lasts and truly benefits all parties.
A poorly constructed business-ESAT partnership is often an order placed once to "tick the OETH box," without follow-up, without human relationship, and with misaligned expectations. A well-constructed partnership is a collaboration that lasts for years, benefiting the company (quality, reliability, OETH advantages), the ESAT (sustainable activity, progression of workers), and disabled workers (developed skills, pride in a job well done, sometimes a springboard to the ordinary environment). The difference between the two rarely lies in goodwill — it lies in the method. This guide provides you with that method: how to identify partner ESATs, structure the agreement, manage the relationship on a daily basis, enhance the partnership in your DOETH and your CSR reporting, and avoid the most common pitfalls.
1. The ESAT in 2026: what you need to know before starting
1.1 What an ESAT really is
A Establishment and Service for Work Assistance (ESAT) is a medico-social structure that employs disabled workers whose work capacity is less than one-third of that of an ordinary worker. These workers have a hybrid status — neither employees in the sense of the Labor Code, nor simple users of a medico-social structure. They engage in real professional activity, supervised by workshop monitors, in very varied fields: green spaces, industrial subcontracting, laundry, catering, printing, digital, market gardening, packaging, maintenance.
The reform of 2023 (law of July 19, 2023) has significantly strengthened the rights of ESAT workers — access to vocational training, staff representation, common law occupational medicine, protection against harassment. This evolution enhances the professionalism of ESATs and the reliability of their services — one more argument for companies that are still hesitant to take the plunge.
ESATs in France, employing 120,000 disabled workers (DREES 2023)
max of the OETH obligation that can be valued through ESAT purchases (Professional Future Law 2018)
minimum OETH quota in companies with more than 20 employees — not met by 60 % of them
growth of business-ESAT partnerships since 2018 according to AGEFIPH
1.2 Why an ESAT partnership makes sense in 2026
Working with an ESAT is not just a militant act — it is an economic and strategic choice that produces measurable benefits for the company. The OETH valuation of ESAT purchases directly reduces the annual AGEFIPH contribution. The quality of ESAT services is often above average for repetitive and procedural tasks — precision, rigor, reliability are common characteristics of well-supervised ESAT teams. The relationship fits into your CSR and ESG policy with documentable data. And beyond the indicators, many companies report a positive impact on team cohesion and pride of belonging when they communicate about their ESAT partnership.
2. Types of possible partnerships: find the form that suits you
Subcontracting services
The ESAT carries out services on your behalf in its own premises: packaging, assembly, mailing, printing, equipment maintenance, data entry, production of supports.
Valuable OETHOn-site service provision
ESAT workers intervene in your premises for recurring missions: maintenance of green spaces, cleaning, maintenance of premises, internal delivery, collective catering.
Valuable OETHProvision of workers
ESAT workers carry out all or part of their activity in your premises, jointly supervised by their ESAT instructor and your teams, through a tripartite agreement.
Valuable OETHInternships and discovery of the ordinary environment
Welcoming ESAT workers during an immersion period to discover the ordinary environment — without hiring obligation. Allows for identifying profiles that could evolve towards direct employment.
Partially valuableCross-training partnership
Your employees intervene in ESAT to share their professional expertise. ESAT workers gain skills, and the company concretely values its CSR commitment.
CSR / skills sponsorshipEmployment transition partnership
Agreement with an ESAT to facilitate the transition of certain workers to ordinary employment in your company. The ESAT-supported employment scheme secures the transition.
OETH direct employment + CSR impact2.1 Choose the right form based on your actual needs
The choice of partnership type should start from your actual operational needs — not the OETH objective. A partnership built solely around regulatory valuation, without anchoring in a real productive utility, will be fragile: it will be questioned at every budgetary pressure, and both parties will feel a sense of an artificial relationship. The best approach is to first identify which activities of your company could be entrusted to an ESAT — packaging, maintenance, reprography, data entry, green spaces, catering — and then look for the ESAT whose skills match these needs.
💡 Practical method: Organize a 2-hour workshop with your operational managers to list the recurring, repetitive, or low-value tasks that your team is currently performing and that could be entrusted to a supported employment service (ESAT). You will often be surprised by the volume identified. This list is your working basis for choosing the ESAT partner.
3. Find and select the partner ESAT
3.1 Resources to identify the ESATs in your area
Several resources allow you to identify the ESATs in your area and their areas of activity. The Gesat Network (gesat.com) is the national network of ESATs and EA (Adapted Enterprises) — its search engine allows you to find structures by department, sector of activity, and type of service. The AGEFIPH and its regional delegations can also guide you to the ESATs in your employment area and assist you in structuring the partnership.
Public buyers can identify ESATs through reserved markets (Article 36 of the Public Procurement Code), which allow certain lots to be reserved for structures employing predominantly disabled workers. For private companies, there is no obligation to reserve, but there are advantages in terms of OETH valorization of purchases.
3.2 Selection criteria for a partner ESAT
Not all ESATs have the same levels of professionalism, quality certifications, and production capacities. A prior audit of the potential partner is essential to ensure compatibility with your requirements.
| Evaluation criterion | What you check | Priority level |
|---|---|---|
| Areas of activity and skills | Does the ESAT have the equipment, know-how, and workforce for your needs? | Critical |
| Quality certifications | ISO 9001, ECOCERT, ANAP quality label, sector-specific certifications according to activity | Critical |
| Production capacity | Treatable volume, usual deadlines, capacity peaks, flexibility in case of urgent orders | Critical |
| Stability of the structure | Seniority, financial situation, governance, turnover of supervisory teams | Important |
| Compliance with the 2023 reform | Representative bodies established, contracted occupational health services, active training | Important |
| Experience in partnerships | Client references, testimonials from partner companies, duration of existing collaborations | Useful |
| Geographical proximity | Distance from your sites (for on-site services or follow-up visits) | As needed |
Working in ESAT: understanding and adapting the work environment
This online training, 100% remote and at your own pace, is designed for workshop supervisors, managers, ESAT directors, and partner companies. It covers the fundamentals of support in ESAT, the legal framework of the 2023 reform, the challenges of the company-ESAT partnership, and tools to build a sustainable collaboration. Qualiopi certified, fundable through OPCO, deployable in multi-collaborator licenses.
Discover the training →4. Building the partnership: the 6 key steps
Discovery meeting and visit to the ESAT
Before any contractual agreement, physically visit the ESAT. Meet the director and the workshop supervisors. Observe the working conditions, equipment, and quality of productions. This visit is also an opportunity to understand the audience welcomed and to calibrate your expectations — some tasks require more support than others depending on the profiles.
Precise definition of services and expectations
Co-construct a precise specifications document with the ESAT: nature of tasks, volume, deadlines, quality criteria, delivery methods. Be honest about your constraints — tight deadlines, high quality standards, seasonal peaks. The ESAT must be able to clearly tell you what it can and cannot do.
Pilot phase on a test mission
Do not start with your most critical mission. Begin with a limited volume on a representative task, with close monitoring. This pilot phase of 4 to 8 weeks allows you to validate quality, deadlines, communication, and reliability before increasing volumes.
Formalization of the partnership agreement
Based on the feedback from the pilot phase, sign a formal agreement: nature of services, rates, volumes, deadlines, quality indicators, billing and payment methods, periodic follow-up points, termination conditions. For the provision of workers, a tripartite agreement between ESAT, company, and worker is mandatory.
Awareness raising for contact teams
Collaborators who will work daily with ESAT workers (recipients of services, teams in contact during placements) must be made aware of the ESAT audience — its diversity, strengths, and needs for adapted communication. Without this awareness, misunderstandings can weaken the relationship.
Monitoring, evaluation, and development of collaboration
A sustainable partnership thrives on regular feedback. Organize a biannual review with the director and ESAT supervisors: quality, volumes, difficulties encountered, areas for improvement, new opportunities. Publicly value the collaboration — in your CSR report, your HR communications, your calls for tenders.
5. The win-win value: what each party really gains
🏢 What the company gains
- Reduction of the AGEFIPH contribution (OETH valuation)
- Quality services on repetitive and precise tasks
- Reliability and punctuality often superior to traditional subcontracting
- Documented CSR/ESG argument for reporting and tenders
- Impact on employer branding and talent attractiveness
- Team cohesion strengthened by a shared meaningful project
- Access to specific skills (green spaces, catering, packaging)
- Opportunity to discover profiles for a direct job later
🌱 What the ESAT and the workers gain
- Sustainable and diversified professional activity
- Development of the workers' technical skills
- Exposure to quality standards of the ordinary environment
- Feeling of pride and real economic contribution
- Opportunity to discover the ordinary environment for some
- Financial resources to develop the activities of the ESAT
- Social recognition of the productive value of the workers
- Strengthening of the establishment project and collective dynamics
6. Enhance the ESAT partnership in your DOETH and your CSR
6.1 Calculation of the OETH valuation of ESAT purchases
The valuation of ESAT purchases in the calculation of the OETH (Obligation to Employ Disabled Workers) is done through a deduction mechanism on the AGEFIPH contribution. The rule is as follows: the amount of purchases made from ESAT, EA (Adapted Enterprises), and CDTD (Home Work Distribution Center) is divided by 400 times the gross hourly minimum wage to obtain the number of Beneficiary Units (UB) that can be valued. These UBs are deducted from your employment obligation — up to 50% of your total obligation.
📊 Example of simplified calculation
A company with 100 employees and an OETH rate of 2% (instead of the required 6%) must compensate for 4 missing UBs. It makes €20,000 in ESAT purchases in the year. Gross hourly minimum wage 2026 ≈ €11.88. 400 × 11.88 = €4,752. €20,000 / 4,752 = 4.21 valiable UBs. These 4.21 UBs directly reduce the AGEFIPH contribution — capped at 50% of the obligation (here 2 UBs maximum out of the 4 missing). The direct financial impact can represent several thousand euros in annual savings.
6.2 Documenting for CSR reporting and certifications
A well-documented ESAT partnership is a top-notch CSR asset. The data to collect for your reporting: annual amount of ESAT purchases, nature of services, number of valued UBs, number of ESAT workers involved, any transitions to ordinary employment, qualitative testimonials from the teams in contact. This data feeds into your comparative situation report (CSR), your DOETH balance, your extra-financial report (DPEF for large companies), and your applications for Diversity and CSR labels.
The ESG criteria of institutional investors and extra-financial rating agencies now explicitly incorporate employment policies and partnerships with the adapted work sector. A documented ESAT partnership is therefore also a financial argument in your relations with these actors.
🎓 Train your teams on the ESAT environment
The training Working in ESAT: understanding and adapting the work environment from DYNSEO is ideal for raising awareness among your employees who will be in contact with ESAT workers, and for training your monitors and supervisors on the new requirements of the 2023 reform. Qualiopi certified, fundable by OPCO, deployable in multi-employee licenses.
7. The traps to avoid for sustainable collaboration
7.1 The trap of the "demanding client without support"
Imposing on an ESAT deadlines and quality requirements identical to those of a regular service provider, without taking into account the specificities of the audience received, is the most common mistake in new collaborations. An ESAT is not a classic subcontractor — it is a medico-social support structure that produces economic value. The quality of its services can be excellent, but it requires a clear framework for orders, reasonable deadlines, and kind communication when expectations are not met.
This does not mean lowering your expectations — it means communicating them precisely from the start and building the conditions together to achieve them. The detailed specifications and the pilot phase are the tools for this early alignment.
7.2 The trap of the one-off order without relationship
An ESAT partnership reduced to an annual order placed in December to "meet OETH numbers" is fragile and undervalued by all parties. The most sustainable and productive partnerships are those that are part of a continuous relationship, with identified contacts on each side, regular visits from the ESAT, and a real mutual understanding of the teams.
Designate an internal referent (often the Disability Mission referent or a purchasing manager) who will be the privileged contact of the ESAT. This relational continuity is the cement of the partnership.
7.3 The trap of unformulated implicit expectations
The most common misunderstandings in ESAT partnerships arise from unformulated implicit expectations: the company assumes that the ESAT understands its quality standards without having made them explicit, the ESAT assumes that the company understands its organizational constraints without having communicated them. The golden rule is total explicitness — particularly suited to a context where ESAT workers and supervisors may have different communication modes from the ordinary environment.
The training Working in ESAT from DYNSEO includes a specific module on communication in business-ESAT partnerships — with practical cases on formulating specifications, managing quality gaps, and compassionate communication with workshop supervisors.
8. The legal framework of the business-ESAT partnership
8.1 Reference texts
The business-ESAT partnership is governed by several legal and regulatory texts. The law of February 11, 2005 defines the status of ESAT and their missions. The Professional Future Law of 2018 reformed the calculation of the AGEFIPH contribution and introduced a cap of 50% on the OETH valuation of ESAT purchases. The law of July 19, 2023 strengthened the rights of ESAT workers and imposed new obligations on ESAT regarding governance and working conditions.
The reserved markets (Article 36 of the Public Procurement Code) allow public buyers to reserve certain markets for integration and adapted work structures — ESAT, EA, SIAE. For private companies, there is no equivalent obligation but a growing practice of social clauses in private tenders.
8.2 The provision agreement: points of vigilance
The provision of ESAT workers in the premises of a partner company is the type of partnership most legally regulated. It requires a tripartite agreement between the ESAT, the host company, and the worker. This agreement must specify the tasks assigned to the worker, the framework for supervision (the ESAT supervisor remains responsible for support), the working conditions in the host company, and the termination modalities.
The host company is responsible for the working conditions during the provision — including regarding the new obligations of the 2023 reform (prevention of harassment, workplace safety). This shared responsibility is an additional reason to train employees in contact with the ESAT workers provided.
9. DYNSEO practical tools for ESAT partnerships
🤝 Business-ESAT partnership guide
Model agreement, partner selection checklist, OETH valuation guide — everything you need to get started.
Download →📋 ESAT job adaptation grid
For provisions: assess and adapt workstations in your premises to the profiles of the ESAT workers welcomed.
Download →📊 ESAT worker tracking sheet
Track the journey of the provided workers, document tasks and progress for partnership reporting.
Download →📝 Personalized project template ESAT
Co-construct with the ESAT worker their professional development project within the framework of the partnership.
Download →🛡️ Professional wear prevention checklist ESAT
Identify and prevent the risks of professional wear for ESAT workers on assignment in your premises.
Download →🗂️ Complete tool catalog
More than 50 practical tools for inclusive management on a daily basis.
See all tools →10. DYNSEO applications for your employees and ESAT workers
🟦 CLINT — Adults
Cognitive stimulation for adults — memory, attention, executive functions. Recommended for workers in sheltered workshops wishing to strengthen their cognitive abilities in a playful and supportive environment.
Discover CLINT →🟥 MY DICTIONARY — Communication
Alternative and augmented communication — ideal for workers in sheltered workshops with verbal expression difficulties, especially for exchanges with partner company teams.
Discover MY DICTIONARY →🟨 SCARLETT — Seniors
Cognitive support for seniors. Suitable for older workers in sheltered workshops in a process of maintaining abilities and quality of life at work.
Discover SCARLETT →🟩 COCO — Children
Application for ages 5-10 for cognitive stimulation. Useful for young adult workers in sheltered workshops whose cognitive development level corresponds to this age group.
Discover COCO →11. Going further: the DYNSEO B2B training catalog
DYS disorders in the workplace: identifying, adapting, and valuing
❓ FAQ — Company-ESAT Partnership
1. Do ESAT purchases cover the entire OETH obligation?
No. Since the Professional Future Law of 2018, ESAT, EA, and CDTD purchases can only cover a maximum of 50% of the employment obligation. In other words, for a company with 100 employees subject to 6 UB of obligation, ESAT purchases can at most equate to 3 UB. The other 3 must be covered by direct employment of disabled workers (RQTH) or other schemes. This is an important change from the old rule that allowed unlimited coverage.
2. How to calculate the OETH valuation of my ESAT purchases?
The formula is: amount excluding tax of ESAT purchases ÷ (400 × gross hourly minimum wage) = number of redeemable Beneficiary Units. In 2026, with a gross hourly minimum wage of around €11.88, the divisor is €4,752. Example: €50,000 of ESAT purchases ÷ €4,752 = 10.5 UB. These UB are deducted from your employment obligation up to 50% of your total obligation. Your Disability Mission contact or AGEFIPH can help you perform this calculation accurately.
3. What is the difference between an ESAT and an Adapted Company (EA)?
An ESAT is a medico-social establishment where workers have a support and work assistance contract — they are not employees in the sense of the Labor Code. An Adapted Company (EA) is an ordinary company where at least 55% of the employees are recognized disabled workers (RQTH) — these employees have a common law employment contract with all associated protections. Both are redeemable in the OETH calculation. The EA is generally closer to the ordinary environment in terms of production standards.
4. How to manage a situation of insufficient quality in ESAT services without breaking the relationship?
Direct and caring communication is key. Immediately contact the workshop supervisor or the director of the ESAT, describing precisely what is not compliant and what is expected — with concrete examples and without a global judgment on the structure. The ESAT generally has the means to correct and improve if the problem is clearly identified. Avoid letting unspoken dissatisfaction accumulate, which gradually degrades the relationship.
5. Can an ESAT partnership lead to direct hiring of disabled workers?
Yes, and it is even one of the goals of the most advanced partnerships. Some ESAT workers develop, over the course of assignment missions, the skills and confidence necessary to consider a transition to the ordinary environment. The "accompanied employment" scheme allows securing this transition — the worker benefits from support by a job coach during their first months in ordinary employment. The partner company that directly hires a former ESAT worker benefits from a profile it already knows and recognition in the inclusive community.
6. Can AGEFIPH assist me in starting an ESAT partnership?
Yes. The regional delegations of AGEFIPH offer free support to companies wishing to develop partnerships with the adapted work sector — identifying the ESATs in your area, helping to structure the partnership, calculating the OETH valuation, funding training for your employees. Contact your regional AGEFIPH delegation for an initial meeting.
7. Are purchases from Adapted Companies (EA) valued the same way as ESAT purchases?
Yes. Purchases from ESAT, EA (Adapted Companies), and CDTD (Home Work Distribution Centers) are valued the same way in the OETH calculation, with the same ceiling of 50% of the obligation. The main difference is that EAs employ common law employees, which can facilitate certain types of collaboration and reassure companies with specific contractual requirements.
8. Is the DYNSEO Training Working in ESAT useful for partner companies or only for ESAT teams?
It is useful for both. For ESAT teams, it covers the legal framework, the 2023 reform, supporting workers, and managing partnerships. For partner companies, it allows your employees in contact with ESAT workers to understand the medico-social context, suitable communication methods, and realistic expectations of collaboration. Qualiopi certified (No. 11757351875), fundable by OPCO, accessible online at their own pace.
🚀 Build a lasting ESAT partnership
The training Working in ESAT: understanding and adapting the work environment from DYNSEO gives your teams the keys to build a sustainable collaboration, enhance your ESAT purchases in the DOETH, and create an authentic inclusive dynamic. Qualiopi certified, fundable by OPCO, deployable in multi-collaborator licenses.
Did this content help you? Support DYNSEO 💙
We are a small team of 14 people based in Paris. For 13 years, we have been creating free content to help families, speech therapists, care homes and healthcare professionals.
Your feedback is the only way we know if our work is useful. A Google review helps us reach other families, caregivers and therapists who need it.
One action, 30 seconds: leave us a Google review ⭐⭐⭐⭐⭐. It costs nothing, and it changes everything for us.
