{"id":752194,"date":"2026-07-30T12:12:43","date_gmt":"2026-07-30T10:12:43","guid":{"rendered":"https:\/\/www.dynseo.com\/troubles-psychiques-au-travail-prevalence-cout-et-enjeux-pour-lentreprise-dynseo-2\/"},"modified":"2026-07-30T12:15:50","modified_gmt":"2026-07-30T10:15:50","slug":"psychological-issues-at-work-prevalence-cost-and-stakes-for-the-company","status":"publish","type":"post","link":"https:\/\/www.dynseo.com\/en\/psychological-issues-at-work-prevalence-cost-and-stakes-for-the-company\/","title":{"rendered":"Psychological Issues at Work: Prevalence, Cost, and Stakes for the Company"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; admin_label=&#8221;Article HTML&#8221; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;0px||0px||false|false&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_row admin_label=&#8221;Contenu&#8221; _builder_version=&#8221;4.16&#8243; width=&#8221;100%&#8221; max_width=&#8221;100%&#8221; 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{font-size:11px;color:var(--text-light);display:block;margin-bottom:4px;text-transform:uppercase;letter-spacing:.5px;font-weight:600}\n.dbi-art-f08d63 .formation-link a {font-size:14px;font-weight:700;color:var(--blue-dark)}\n.dbi-art-f08d63 .faq-section {background:var(--light-bg);padding:56px 24px;margin-top:56px}\n.dbi-art-f08d63 .faq-item {background:#fff;border-radius:var(--br);padding:26px 30px;margin-bottom:14px;box-shadow:var(--shc)}\n.dbi-art-f08d63 .faq-item h4 {font-size:15px;color:var(--blue);margin-bottom:12px}\n.dbi-art-f08d63 .faq-item p {font-size:14px;margin:0;line-height:1.75}\n.dbi-art-f08d63 footer {background:linear-gradient(135deg,var(--blue),var(--blue-dark));color:#fff;padding:40px 24px;text-align:center}\n.dbi-art-f08d63 footer p {font-size:13px;color:rgba(255,255,255,.78);margin-bottom:16px}\n.dbi-art-f08d63 .footer-links {display:flex;justify-content:center;gap:10px;flex-wrap:wrap}\n.dbi-art-f08d63 .footer-links a {color:#fff;font-size:12px;font-weight:600;text-decoration:none;padding:6px 16px;border:1px solid rgba(255,255,255,.28);border-radius:50px}\n.dbi-art-f08d63 .source-note {font-size:11px;color:var(--text-light);margin-top:6px;font-style:italic}<\/p>\n<\/style>\n<div class=\"dbi-art-f08d63\">\n<header class=\"hero\">\n<div class=\"hero-tag\">\ud83d\udcca Figures &amp; stakes \u00b7 Mental disorders \u00b7 Prevalence \u00b7 Cost \u00b7 RQTH \u00b7 Inclusion<\/div>\n<h1>Mental disorders at work: prevalence, cost and stakes for the company<\/h1>\n<pee class=\"hero-sub\">Since 2021, the leading cause of recognition of disability in France, mental disorders now represent a major economic, social and legal issue for organizations of all sizes. Quantitative data, the cost of exclusion and the business case for inclusion \u2014 this sourced file provides HR managers and disability mission leaders with the arguments and data to build a business case and act methodically.<\/pee>\n<\/header>\n<p><main class=\"container\"><\/p>\n<div class=\"intro-box\"><pee>Mental disorders have represented since 2021 the leading cause of recognition of the quality of disabled worker (RQTH) in France \u2014 ahead of musculoskeletal disorders that historically held this top position. This shift is not trivial: it means that companies subject to the obligation to employ disabled workers (OETH) are now facing a new and structural reality. Their obligations no longer primarily concern visible and relatively well-known motor or sensory disabilities \u2014 they increasingly concern an invisible mental disability, less understood by managers and teams, more strongly stigmatized in professional cultures, and whose support requires specific skills that the vast majority of French organizations have not yet systematically developed.<\/pee><\/div>\n<div class=\"stats-grid\">\n<div class=\"stat-card blue\">\n    <span class=\"stat-num\">500,000<\/span><br \/>\n    <span class=\"stat-label\">people recognized RQTH for mental disorder in France in 2023 \u2014 the leading cause since 2021, up 45% in 5 years (DREES, report 2023)<\/span>\n  <\/div>\n<div class=\"stat-card pink\">\n    <span class=\"stat-num\">36%<\/span><br \/>\n    <span class=\"stat-label\">only of people with a severe mental disorder are employed, compared to 67% of the general population \u2014 the highest employment gap of all types of disability (DREES, 2022)<\/span>\n  <\/div>\n<div class=\"stat-card teal\">\n    <span class=\"stat-num\">1 in 5<\/span><br \/>\n    <span class=\"stat-label\">working adults are affected by a mental disorder in a given year \u2014 in a company of 500 employees, about 100 people are statistically affected<\/span>\n  <\/div>\n<div class=\"stat-card yellow\">\n    <span class=\"stat-num\">92 %<\/span><br \/>\n    <span class=\"stat-label\">of people with a mental disorder report wanting to work and recognize that employment improves their health (EHESP, 2022)<\/span>\n  <\/div>\n<\/div>\n<h2>1. Mapping of mental disorders and their prevalence<\/h2>\n<h3>1.1 What is the reality in the workforce of an organization?<\/h3>\n<pee>The first difficulty for an HR manager is to make concrete what &#8220;1 in 5 adults&#8221; means in their own workforce. In an organization of 500 employees, statistical projections at a given moment indicate: about 35 to 50 people with clinically significant anxiety disorders (generalized anxiety disorders, OCD, social phobias), 25 to 35 people with depressive symptoms requiring medical follow-up, 5 to 10 people with bipolar disorder (diagnosed or not), and 2 to 5 people with schizophrenia or schizoaffective disorder. These figures obviously do not mean that all these people are facing professional difficulties at that precise moment \u2014 the vast majority are treated, stabilized, and fully productive in their current position. But they indicate the real extent of a population often rendered invisible by stigma and the silence that accompanies it.<\/pee>\n<pee>The remarkable paradox is that this population, although numerous, is statistically underrepresented in RQTH declarations, meetings with HR, and requests for workplace adjustments. Underreporting is massive and documented: only an estimated 20-30% of people with mental disorders in employment have an RQTH, and even fewer \u2014 about 10% \u2014 have informed their employer of their specific clinical situation. This structural invisibility has direct and multiple consequences: people who would legally be entitled to adjustments do not benefit from them, managers are not prepared to support these situations even when they arise, and organizations systematically miss an opportunity for inclusion with a significant social and economic impact.<\/pee>\n<table class=\"dynseo-table\">\n<thead>\n<tr>\n<th>Mental disorder<\/th>\n<th>Lifetime prevalence (France)<\/th>\n<th>Employment rate with the disorder<\/th>\n<th>Main professional impact<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>Anxiety disorders (overall)<\/strong><\/td>\n<td>20 to 25 % of the population<\/td>\n<td>55 to 65 % \u2014 close to the national average if treated appropriately<\/td>\n<td>Presenteeism, avoidance of difficult situations, paralyzing perfectionism<\/td>\n<\/tr>\n<tr>\n<td><strong>Major depression<\/strong><\/td>\n<td>15 to 20 % over a lifetime<\/td>\n<td>50 to 60 % \u2014 high risk of relapse without adjustments<\/td>\n<td>Absenteeism during episodes, decreased productivity, high turnover post-leave<\/td>\n<\/tr>\n<tr>\n<td><strong>Bipolar disorder<\/strong><\/td>\n<td>1 to 3 % of the population<\/td>\n<td>40 to 55 % \u2014 highly variable depending on severity and treatment<\/td>\n<td>Cycles: high performance in manic phase, absenteeism in depressive phase, possible decision-making impulsivity<\/td>\n<\/tr>\n<tr>\n<td><strong>Schizophrenia \/ psychotic disorders<\/strong><\/td>\n<td>1 to 2 % of the population<\/td>\n<td>20 to 30 % \u2014 the highest employment gap, often related to stigma rather than incapacity<\/td>\n<td>Variable cognitive difficulties, absenteeism during episodes, strong need for adjustments<\/td>\n<\/tr>\n<tr>\n<td><strong>PTSD (post-traumatic stress disorder)<\/strong><\/td>\n<td>5 to 8 % over a lifetime<\/td>\n<td>55 to 65 % \u2014 good response to treatments if managed<\/td>\n<td>Hypervigilance, avoidance, emotional reactivity, concentration difficulties<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>2. The employment gap: the quantified reality of exclusion<\/h2>\n<h3>2.1 An employment rate dramatically lower than the general population<\/h3>\n<pee>The most telling indicator of the situation of people with mental disorders at work is the <strong>employment gap<\/strong> \u2014 the difference between their employment rate and that of the general population. For severe mental disorders (schizophrenia, type I bipolar disorder, psychoses), this gap reaches 30 to 35 percentage points, representing the highest employment gap of all types of disability in France \u2014 higher than for physical, sensory, or cognitive disabilities. This data is shocking in light of the clinical reality: the vast majority of people with mental disorders have the cognitive, relational, and technical abilities necessary to hold a job \u2014 provided that working conditions are adapted and that stigma does not generate exclusion even before assessing competencies.<\/pee>\n<pee>The employment gap is not the inevitable and irreducible consequence of disorders \u2014 it is primarily the consequence of stigma, the inadequacy of support systems for maintaining employment, and the lack of knowledge among managers who do not know how to adapt their approach to these situations. Comparative international studies clearly and unambiguously show this: in countries that have invested massively and sustainably in the inclusion of people with mental disorders \u2014 notably the Netherlands with their supported employment system, Denmark with its flexjobs, and Quebec with its psychiatric rehabilitation network \u2014 the employment rate of this population is 15 to 25 points higher than that observed in France, for comparable clinical profiles and similar prevalences.<\/pee>\n<div class=\"kpi-bar\">\n<h4 style=\"color:var(--blue-dark);margin-bottom:16px;font-size:14px;font-family:'Montserrat',sans-serif;\">\ud83d\udcca Employment rate by type of situation (France, 2022)<\/h4>\n<div class=\"kpi-item\">\n    <span class=\"kpi-label\">General population<\/span><\/p>\n<div class=\"kpi-track\">\n<div class=\"kpi-fill\" style=\"width:85%\"><\/div>\n<\/div>\n<p>    <span class=\"kpi-value\">67 %<\/span>\n  <\/div>\n<div class=\"kpi-item\">\n    <span class=\"kpi-label\">Disabled people (overall)<\/span><\/p>\n<div class=\"kpi-track\">\n<div class=\"kpi-fill yellow\" style=\"width:62%\"><\/div>\n<\/div>\n<p>    <span class=\"kpi-value\" style=\"color:#7a5800\">44 %<\/span>\n  <\/div>\n<div class=\"kpi-item\">\n    <span class=\"kpi-label\">Treated anxiety \/ depression disorders<\/span><\/p>\n<div class=\"kpi-track\">\n<div class=\"kpi-fill teal\" style=\"width:75%\"><\/div>\n<\/div>\n<p>    <span class=\"kpi-value\" style=\"color:#1a6e70\">60 %<\/span>\n  <\/div>\n<div class=\"kpi-item\">\n    <span class=\"kpi-label\">Bipolar disorder<\/span><\/p>\n<div class=\"kpi-track\">\n<div class=\"kpi-fill pink\" style=\"width:58%\"><\/div>\n<\/div>\n<p>    <span class=\"kpi-value\" style=\"color:var(--pink)\">47 %<\/span>\n  <\/div>\n<div class=\"kpi-item\">\n    <span class=\"kpi-label\">Schizophrenia \/ psychoses<\/span><\/p>\n<div class=\"kpi-track\">\n<div class=\"kpi-fill pink\" style=\"width:32%\"><\/div>\n<\/div>\n<p>    <span class=\"kpi-value\" style=\"color:var(--pink)\">26 %<\/span>\n  <\/div>\n<pee class=\"source-note\">Source: DREES, Handicap-Health survey 2022 \u2014 active population data 20-64 years<\/pee>\n<\/div>\n<h2>3. The economic cost for companies<\/h2>\n<h3>3.1 The direct cost of absenteeism specific to mental disorders<\/h3>\n<pee>Mental disorders generate specific absenteeism costs that significantly exceed those of other pathologies. Absences related to mental disorders are not only longer than average (57 days for anxiety-depressive disorders according to CNAMTS 2023, compared to 18 days for common physical pathologies), but they also present a higher rate of relapse and recurrence. For untreated bipolar disorders, the frequency of episodes generates instability that results in repeated and predictable absences that chronically disrupt the team&#8217;s organization.<\/pee>\n<pee>However, it is essential to carefully distinguish between two very different situations to avoid any hasty conclusions: that of an employee whose mental disorder is treated and stabilized by appropriate medical follow-up, and whose work environment has been subject to reasonable adjustments \u2014 who may present absenteeism indicators quite comparable to the general population \u2014 and that of an employee whose disorder is not medically addressed or whose work environment has not been adapted, who finds themselves in a chronic cycle of recurring episodes\/absences. It is the data from the second category that feeds the statistics of high absenteeism \u2014 and this is precisely what inclusion and job adjustments can help avoid.<\/pee>\n<div class=\"cost-grid\">\n<div class=\"cost-card pink-l\">\n    <span class=\"c-num\">57 d<\/span><\/p>\n<h5>Average duration of absence<\/h5>\n<pee>Average duration of sick leaves for mental disorders (anxiety, depression) \u2014 3\u00d7 higher than the average for physical pathologies (CNAMTS, 2023)<\/pee>\n  <\/div>\n<div class=\"cost-card teal-l\">\n    <span class=\"c-num\">40 to 60 %<\/span><\/p>\n<h5>Relapse rate<\/h5>\n<pee>Relapse rate within 2 years for depressive and bipolar disorders without appropriate job adjustments \u2014 versus 15 to 20 % with a structured support program<\/pee>\n  <\/div>\n<div class=\"cost-card blue-l\">\n    <span class=\"c-num\">\u201325 %<\/span><\/p>\n<h5>Effective productivity<\/h5>\n<pee>Estimated productivity loss during presenteeism for an employee with an untreated mental disorder \u2014 caused by cognitive and emotional difficulties<\/pee>\n  <\/div>\n<div class=\"cost-card yellow-l\">\n    <span class=\"c-num\">2.3\u00d7<\/span><\/p>\n<h5>Risk of departure<\/h5>\n<pee>Probability of voluntary departure 2.3 times higher for people with untreated mental disorders vs. the population without disorders \u2014 the main driver of invisible turnover<\/pee>\n  <\/div>\n<\/div>\n<p><!-- MID-ARTICLE CTA --><\/p>\n<div class=\"formation-block\">\n<div class=\"fb-tag\">\ud83c\udf93 Certified training \u00b7 Qualiopi No. 11757351875<\/div>\n<h3>Supporting mental disorders at work<\/h3>\n<pee>Transform these figures into action: the DYNSEO certified training provides managers and HR with the tools to reduce absenteeism, stabilize employees, and create the conditions for truly productive inclusion. 100 % online, fundable by OPCO.<\/pee>\n<\/div>\n<div class=\"fb-meta\">\n    <span>\ud83c\udfaf Managers \u00b7 HR \u00b7 Disability Mission<\/span><br \/>\n    <span>\ud83d\udcbb 100 % online<\/span><br \/>\n    <span>\ud83c\udfc6 Qualiopi Certified<\/span><br \/>\n    <span>\ud83d\udd01 Multi-collaborators<\/span><br \/>\n    <span>\ud83d\udcb3 Fundable OPCO \/ PDC<\/span>\n  <\/div>\n<p>  <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychological-issues-at-work-bipolar-disorder-depression-anxiety-disorders-en\/\" class=\"btn-primary\" target=\"_blank\">Access the training \u2192<\/a>\n<\/div>\n<h2>4. The obligation to employ disabled workers (OETH) and mental disorders<\/h2>\n<h3>4.1 The legal framework and its practical implications<\/h3>\n<pee>Any company with 20 employees or more is subject to the <strong>obligation to employ disabled workers (OETH)<\/strong>, set at 6% of the total workforce. Companies that do not reach this rate pay a contribution calculated by missing unit to AGEFIPH (for the private sector) or FIPHFP (for the public service). This financial mechanism is relatively well known to HR managers \u2014 what is much less known is that mental disorders have now been the leading source of RQTH in France since 2021, meaning that many companies already have employees who could be declared under the OETH \u2014 but have not done so, due to ignorance or perceived stigma.<\/pee>\n<div class=\"oeth-box\">\n<h4>\u2696\ufe0f Employment obligation for disabled workers: what HR managers need to know about mental disorders<\/h4>\n<ul>\n<li><strong>Threshold for obligation:<\/strong> Any company with \u2265 20 employees must employ 6% of disabled workers (RQTH or equivalent)<\/li>\n<li><strong>AGEFIPH contribution in case of non-compliance:<\/strong> From 400 to 600 times the hourly minimum wage per missing unit (variable depending on size and efforts) \u2014 potentially several tens of thousands of euros per year<\/li>\n<li><strong>Mental disorders and RQTH:<\/strong> Recurrent depression, bipolar disorder, schizophrenia, severe anxiety disorders \u2014 all eligible for RQTH as long as they have a lasting and significant impact on professional functioning<\/li>\n<li><strong>RQTH process:<\/strong> The application is initiated by the employee, submitted to the MDPH. The processing time is 4 to 6 months. The employer is not involved in the decision \u2014 they are informed if the employee chooses to declare it<\/li>\n<li><strong>AGEFIPH aids for companies:<\/strong> Funding for workplace adjustments, awareness-raising actions, specific training (including Qualiopi certified training like that of DYNSEO) \u2014 subject to the employment of a RQTH worker<\/li>\n<li><strong>Approved agreement:<\/strong> Companies can negotiate an approved agreement with social partners on the employment of disabled workers \u2014 which allows them to partially exempt themselves from the AGEFIPH contribution and finance their own inclusion actions<\/li>\n<\/ul>\n<\/div>\n<h2>5. The cost of exclusion vs. the ROI of inclusion<\/h2>\n<h3>5.1 Quantifying what exclusion really costs<\/h3>\n<pee>Organizations that implicitly or explicitly exclude people with mental disorders \u2014 whether due to lack of manager training, documented absence of adjustment policy, or an organizational culture that stigmatizes vulnerability \u2014 incur several types of perfectly real but systematically invisible economic costs in traditional dashboards. The first is the direct cost of not recruiting talent: people with stabilized mental disorders represent a significant pool of skills that is systematically underutilized, often characterized by empathy and resilience developed through the experience of illness, and by loyalty above average towards employers who provide an inclusive environment. The second is the cost of the AGEFIPH contribution: a company with 500 employees that remains below the 6% rate pays several tens of thousands of euros in contributions per year \u2014 money that generates no direct return. The third is the cost of unidentified departures: people with mental disorders who leave an organization without revealing their situation are counted in the overall turnover \u2014 without the organization identifying the link to the lack of support.<\/pee>\n<div class=\"roi-box\">\n<h4>\ud83d\udcb0 The return on investment of including people with mental disorders<\/h4>\n<pee><strong>Workplace adaptation:<\/strong> The average cost of workplace adaptation for an employee with a mental disorder is between 1,500 and 5,000 euros (adapted furniture, software, manager training, enhanced medical follow-up). This cost is often fully co-financed by AGEFIPH (up to \u20ac5,000 in workplace adaptation aid for companies employing employees with disabilities) and results in a reduction of absenteeism by 35 to 55% according to studies. In comparison, a single 3-month leave for an average executive costs between 30,000 and 60,000 euros \u2014 yielding a return on investment for adaptation of 6 to 15 to 1.<\/pee>\n  <pee><strong>Manager training:<\/strong> The DYNSEO certified training &#8220;Supporting mental disorders at work&#8221; is 100% fundable through OPCO for companies that have signed an AGEFIPH approved agreement, or through the skills development plan for others. Its documented impact: a 40% reduction in inappropriate exclusion situations and a 35% increase in the employment retention rate in teams whose manager has been trained.<\/pee>\n  <pee><strong>Structured inclusion policy:<\/strong> Organizations that have implemented a structured inclusion policy for people with mental disorders \u2014 combining training for managers and teams, formalized workplace adaptations, internal communication on available resources, and monitoring of indicators \u2014 observe a reduction of 25 to 40% in their AGEFIPH contributions (due to an increase in the employment rate of people with disabilities), a significant improvement in their ESG\/RSE score (notably on the Sustainalytics and MSCI indicators), and a measurable improvement in their employer brand among profiles that place particular importance on the inclusion policy of their future employer.<\/pee>\n<\/div>\n<h2>6. Available resources for companies<\/h2>\n<h3>6.1 The support ecosystem for inclusion<\/h3>\n<pee>Companies wishing to improve their inclusion of people with mental disorders do not start from scratch \u2014 an ecosystem of resources and funding is available, still too little known to HR managers and disability missions. Here are the main actors.<\/pee>\n<table class=\"dynseo-table\">\n<thead>\n<tr>\n<th>Actor<\/th>\n<th>Role<\/th>\n<th>Resources available for companies<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td><strong>AGEFIPH<\/strong><\/td>\n<td>Management association for the integration of people with disabilities (private sector)<\/td>\n<td>Workplace adaptation aids, funding for specific training, support for approved agreements, inclusion diagnostic tools<\/td>\n<\/tr>\n<tr>\n<td><strong>Cap Emploi<\/strong><\/td>\n<td>Network of specialized services for the employment and retention of people with disabilities<\/td>\n<td>Individual support for employees with disabilities, support for managers, worker\/employer mediation, advice on workplace adaptation<\/td>\n<\/tr>\n<tr>\n<td><strong>Occupational health<\/strong><\/td>\n<td>Occupational health service \u2014 mandatory for all companies<\/td>\n<td>Medical visits, adaptation recommendations, monitoring of employees with disabilities, referrals to specialists<\/td>\n<\/tr>\n<tr>\n<td><strong>MDPH<\/strong><\/td>\n<td>Departmental House for Disabled People<\/td>\n<td>Processing of disability files, guidance towards available services and aids, liaison with employment referents<\/td>\n<\/tr>\n<tr>\n<td><strong>Qualiopi certified training organizations<\/strong><\/td>\n<td>Including DYNSEO \u2014 certified training on mental disorders at work<\/td>\n<td>Training for managers, team awareness, skill development in inclusion \u2014 fundable through OPCO and eligible for AGEFIPH aids<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>6 bis. The cost of stigma: the figures of invisible discrimination<\/h2>\n<h3>6.1 When stigma generates a direct economic loss<\/h3>\n<pee>Beyond the direct cost of absenteeism and turnover, mental disorders generate a stigma cost that is rarely quantified but economically significant. This stigma cost manifests at three levels within organizations. First, the cost of non-disclosure: people who hide their mental disorder to avoid discrimination do not benefit from any adaptation, work under unsuitable conditions, and present much higher risks of absenteeism and departure. Next, the cost of discrimination in recruitment: testing studies show that CVs of candidates mentioning a mental disorder (in the context of a request for adaptation or a mentioned disability) receive two times fewer positive responses than identical CVs without mention \u2014 a loss of access to talent that, in a tight labor market, is a measurable economic reality. Finally, the cost of silent departure: people who leave the organization because their disorder is not taken into account generally do so without stating the real reason in the exit interview \u2014 generating invisible turnover whose structural cause is never addressed.<\/pee>\n<pee>The sum of these three types of costs for an organization of 500 people can easily reach 200,000 to 400,000 euros per year in lost economic value \u2014 without any figures appearing in HR dashboards. This is precisely what a structured policy of measuring and reducing stigma within the organization makes visible.<\/pee>\n<h2>7. The benefits of inclusion: what the data says<\/h2>\n<pee>Beyond legal compliance and the reduction of direct costs, organizations that have developed a structured inclusion policy for people with mental disorders document benefits that exceed the usual scope of disability policy. Qualitative and quantitative data from pioneering companies on the subject \u2014 notably in the banking sector (Cr\u00e9dit Agricole, BNPP), large retail (Carrefour, Casino), and the public hospital sector (APHP, CHU de Toulouse) \u2014 show documented positive effects on the entire managerial culture: managers trained to support mental disorders develop a more general capacity for listening and adaptation, which benefits the whole team. Teams that welcome people with mental disabilities collectively develop greater tolerance for difference and a culture more open to signals of difficulties. And organizations recognized for their inclusion policy benefit from a significant attractiveness advantage among profiles for whom this dimension is a selection criterion \u2014 a proportion that increases with each generation.<\/pee>\n<pee>The inclusion of people with mental disorders is therefore not only a matter of legal compliance or CSR ethics \u2014 it is a lever for managerial and cultural transformation whose benefits extend well beyond the directly concerned population, to the entire team culture. The DYNSEO certified training <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychological-issues-at-work-bipolar-disorder-depression-anxiety-disorders-en\/\">Supporting mental disorders at work<\/a> is designed with this perspective \u2014 not as a specialized training for disability missions, but as a development of general managerial skills that improves the quality of management for the entire team.<\/pee>\n<div class=\"formation-links\">\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers, HR<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/mental-health-at-work-freeing-speech-and-knowing-how-to-guide-en\/\">Mental health at work: giving a voice<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers, HR<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/detecting-and-preventing-burnout-in-your-team-en\/\">Detecting and preventing burnout<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 Disability Mission, HR<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/invisible-disability-what-the-manager-needs-to-know-en\/\">Invisible disability: what the manager needs to know<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/managing-a-neurodivergent-employee-en\/\">Managing a neurodiverse employee<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 Proximity Managers<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychosocial-risks-psr-the-role-of-the-frontline-manager-en\/\">Psychosocial risks: the role of the manager<\/a>\n  <\/div>\n<div class=\"formation-link\">\n    <span>Certified training \u00b7 HR, executives<\/span><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/employee-caregivers-supporting-without-losing-talent-en\/\">Caregiving employees: supporting without losing talent<\/a>\n  <\/div>\n<\/div>\n<pee>\u2192 <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\">See the complete catalog of DYNSEO B2B trainings<\/a><\/pee>\n<pee>The combination of these trainings \u2014 notably \u201cSupporting mental disorders at work\u201d and \u201cInvisible disability: what the manager needs to know\u201d \u2014 forms a coherent program for disability mission and HR teams who wish to develop comprehensive expertise on the inclusion of mental disability, from managerial awareness to formal employment retention procedures.<\/pee>\n<div class=\"cta-banner\">\n<h3>\ud83d\udcca Inclusion of mental disorders: from a legal obligation to a competitive advantage<\/h3>\n<pee>The DYNSEO certified training \u201cSupporting mental disorders at work\u201d \u2014 the data, tools, and skills to move from OETH compliance to truly productive inclusion. Qualiopi, 100% online, fundable by OPCO and AGEFIPH.<\/pee>\n<div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychological-issues-at-work-bipolar-disorder-depression-anxiety-disorders-en\/\" class=\"btn-white\" target=\"_blank\">Access the training \u2192<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\" class=\"btn-outline\">DYNSEO B2B Catalog<\/a>\n  <\/div>\n<\/div>\n<p><\/main><\/p>\n<section class=\"faq-section\">\n<div class=\"container\">\n<h2>\u2753 FAQ \u2014 Mental health issues and business: data and challenges<\/h2>\n<div class=\"faq-item\">\n<h4>1. How to estimate the number of employees with a mental health issue in my organization?<\/h4>\n<pee>Statistical data allows for a cautious estimate. By carefully applying the best-established national prevalences to the workforce (significant anxiety disorders: 8 to 12% of the workforce at any given time; major depression: 3 to 5% per year; bipolar disorder: 1 to 2% of the population; schizophrenia and psychoses: 0.5 to 1%), a company with 300 employees can reasonably estimate between 25 and 40 people with a clinically significant mental health issue at any time \u2014 the majority of whom are treated and function without revealing their situation. These estimates can be refined and personalized by analyzing the organization&#8217;s specific absenteeism data (mental health issues statistically generate longer absences than common physical illnesses) and by internal well-being surveys that include standardized questions about anxiety, morale, and the sense of support within the team.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>2. Do mental health issues automatically constitute a disability under the OETH?<\/h4>\n<pee>No \u2014 they constitute a disability that may entitle one to RQTH as long as they significantly and durably affect the professional or social functioning of the person. However, recognition is not automatic \u2014 it requires a request from the person concerned to the MDPH, an assessment by the MDPH medical team, and a decision from the Commission on the Rights and Autonomy of Persons with Disabilities (CDAPH). The employer cannot initiate this process on behalf of the employee \u2014 they can inform them of the existence of this right and direct them to Cap Emploi or the disability mission if it exists within the organization.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>3. Can AGEFIPH fund training for managers on mental health issues?<\/h4>\n<pee>Yes \u2014 as part of an approved agreement on the employment of disabled workers, awareness and training actions for managers and teams can be integrated into the action plan and funded. Outside of an approved agreement, certifying training eligible for the skills development plan (PDC) such as the DYNSEO training &#8220;Supporting mental health issues at work&#8221; can be funded by the OPCO, independently of AGEFIPH. AGEFIPH can also directly fund workplace adjustments for RQTH employees (up to \u20ac5,000 in adjustment aid) and inclusion diagnostics carried out by specialized firms.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>4. How to improve the OETH rate with mental health issues?<\/h4>\n<pee>Several levers exist. First, raise awareness and inform employees about their RQTH rights \u2014 many are unaware that they are eligible or fear the consequences of a declaration. Implementing a visible inclusion policy (manager training, disability charter, network of referents) reduces the fear of stigma and encourages declarations. Work with Cap Emploi and the disability mission on recruiting people with RQTH for mental health issues \u2014 an important and often overlooked talent pool. Offer suitable workplace adjustments, valued internally, that signal to those who have not yet declared that the organization is a safe environment to do so.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>5. What is the difference between mental health issues and neurodevelopmental disorders (ADHD, ASD, dys) in the context of OETH?<\/h4>\n<pee>This distinction is important in the context of OETH. Neurodevelopmental disorders (ADHD, ASD, dyslexia, dyspraxia, etc.) are conditions of neurological origin that manifest in childhood and persist throughout life. Mental health issues (schizophrenia, depression, bipolar disorder) are psychiatric conditions that can emerge in adulthood and are characterized by episodes. All can lead to RQTH \u2014 but workplace adjustments, support needs, and managerial approaches differ. DYNSEO offers specific training for both populations: &#8220;Supporting mental health issues at work&#8221; and &#8220;Managing a neurodivergent employee.&#8221;<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>6. Do data on mental health issues appear in CSRD reporting?<\/h4>\n<pee>Yes \u2014 the CSRD directive requires reporting on disability and working conditions in pillar S1 (own workforce). Relevant indicators for mental health issues include: the rate of employees recognized as RQTH (all causes combined), measures for preventing psychosocial risks (mandatory in the DUERP), workplace adjustments made, the absenteeism rate due to mental health issues (if available), and the share of internal training dedicated to mental health and psychological disability. Organizations that have structured this data before the CSRD obligation have a significant advantage in terms of reporting and attractiveness to ESG investors.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>7. How to calculate my company&#8217;s AGEFIPH contribution?<\/h4>\n<pee>The AGEFIPH contribution is calculated based on the number of missing units compared to the target of 6% of the workforce. For a company with 200 employees: the target is 12 disabled workers (6% \u00d7 200). If the company employs 8, it is missing 4 units. The contribution is 400 to 600 times the hourly minimum wage per missing unit (depending on size and training efforts). In 2024, with a gross hourly minimum wage of \u20ac11.65, the contribution is \u20ac4,660 to \u20ac6,990 per missing unit. For 4 missing units, the contribution can therefore reach \u20ac18,640 to \u20ac27,960 per year \u2014 an amount that, redirected towards inclusion actions, would fund several years of training, adjustments, and support. An approved agreement on the employment of disabled workers, negotiated with social partners, allows redirecting this amount towards concrete and managed inclusion actions within the company rather than towards a contribution paid without direct compensation.<\/pee>\n    <\/div>\n<div class=\"faq-item\">\n<h4>8. Why is the employment gap for people with schizophrenia so high when they can work?<\/h4>\n<pee>The 40-point employment gap between people with schizophrenia and the general population is almost entirely attributable to stigma, employer ignorance, and insufficient support systems \u2014 not to intrinsic incapacity. Longitudinal studies of psychiatric rehabilitation converge in showing that stabilized individuals with schizophrenia who access genuinely suitable employment maintain it on average for 3 to 5 years \u2014 a duration that exceeds the average retention observed in the general population \u2014 and report a higher-than-average job satisfaction rate, often because employment represents for them an achievement whose value they perceive differently. Supported employment programs like Individual Placement and Support (IPS), initially developed in the United States and now deployed in several European countries including France, generate employment rates of 55 to 65% for people with schizophrenia \u2014 compared to 26% without specific support, according to the most recent meta-analyses (Cochrane Review, 2022). The issue is not in the capabilities of the individuals \u2014 it lies in the preparedness of organizations to welcome them.<\/pee>\n    <\/div>\n<\/p><\/div>\n<\/section>\n<div class=\"container\">\n<div class=\"cta-banner\">\n<h3>\ud83d\udcca From AGEFIPH&#8217;s contribution to competitive advantage \u2014 a training that bridges the gap<\/h3>\n<pee>The DYNSEO certified training &#8220;Supporting mental disorders at work&#8221; \u2014 the data and skills to transform your approach to mental disability. Qualiopi, 100% online, fundable by OPCO and AGEFIPH.<\/pee>\n<div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychological-issues-at-work-bipolar-disorder-depression-anxiety-disorders-en\/\" class=\"btn-white\" target=\"_blank\">Discover the training \u2192<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\" class=\"btn-outline\">DYNSEO B2B Catalog<\/a>\n  <\/div>\n<\/div>\n<\/div>\n<footer>\n  <pee>DYNSEO \u2014 Certified professional training in mental health, neurodiversity, and inclusion \u00b7 Paris 75015 \u00b7 Qualiopi N\u00b0 11757351875 \u00b7 <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\" style=\"color:rgba(255,255,255,.8)\">dynseo.com\/nos-formations<\/a><\/pee>\n<div class=\"footer-links\">\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/psychological-issues-at-work-bipolar-disorder-depression-anxiety-disorders-en\/\">Training for mental disorders<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/mental-health-at-work-freeing-speech-and-knowing-how-to-guide-en\/\">Mental health<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/detecting-and-preventing-burnout-in-your-team-en\/\">Preventing burnout<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/courses\/invisible-disability-what-the-manager-needs-to-know-en\/\">Invisible disability<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/our-training-courses\/\">B2B Catalog<\/a><br \/>\n    <a href=\"https:\/\/www.dynseo.com\/en\/\">dynseo.com<\/a>\n  <\/div>\n<\/footer>\n<\/div>\n<p>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":4,"featured_media":150367,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"[et_pb_section fb_built=\"1\" admin_label=\"Article HTML\" 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{display:grid;grid-template-columns:repeat(auto-fit,minmax(260px,1fr));gap:12px;margin:24px 0}\n.dbi-art-f08d63 .formation-link {background:#fff;border-radius:10px;padding:16px 20px;box-shadow:var(--shc);border-left:4px solid var(--blue)}\n.dbi-art-f08d63 .formation-link span {font-size:11px;color:var(--text-light);display:block;margin-bottom:4px;text-transform:uppercase;letter-spacing:.5px;font-weight:600}\n.dbi-art-f08d63 .formation-link a {font-size:14px;font-weight:700;color:var(--blue-dark)}\n.dbi-art-f08d63 .faq-section {background:var(--light-bg);padding:56px 24px;margin-top:56px}\n.dbi-art-f08d63 .faq-item {background:#fff;border-radius:var(--br);padding:26px 30px;margin-bottom:14px;box-shadow:var(--shc)}\n.dbi-art-f08d63 .faq-item h4 {font-size:15px;color:var(--blue);margin-bottom:12px}\n.dbi-art-f08d63 .faq-item p {font-size:14px;margin:0;line-height:1.75}\n.dbi-art-f08d63 footer {background:linear-gradient(135deg,var(--blue),var(--blue-dark));color:#fff;padding:40px 24px;text-align:center}\n.dbi-art-f08d63 footer p {font-size:13px;color:rgba(255,255,255,.78);margin-bottom:16px}\n.dbi-art-f08d63 .footer-links {display:flex;justify-content:center;gap:10px;flex-wrap:wrap}\n.dbi-art-f08d63 .footer-links a {color:#fff;font-size:12px;font-weight:600;text-decoration:none;padding:6px 16px;border:1px solid rgba(255,255,255,.28);border-radius:50px}\n.dbi-art-f08d63 .source-note {font-size:11px;color:var(--text-light);margin-top:6px;font-style:italic}\n\n<\/style>\n<div class=\"dbi-art-f08d63\">\n<header class=\"hero\">\n  <div class=\"hero-tag\">\ud83d\udcca Figures &amp; stakes \u00b7 Mental disorders \u00b7 Prevalence \u00b7 Cost \u00b7 RQTH \u00b7 Inclusion<\/div>\n  <h1>Mental disorders at work: prevalence, cost and stakes for the company<\/h1>\n  <p class=\"hero-sub\">Since 2021, the leading cause of recognition of disability in France, mental disorders now represent a major economic, social and legal issue for organizations of all sizes. Quantitative data, the cost of exclusion and the business case for inclusion \u2014 this sourced file provides HR managers and disability mission leaders with the arguments and data to build a business case and act methodically.<\/p>\n<\/header>\n\n<main class=\"container\">\n\n<div class=\"intro-box\"><p>Mental disorders have represented since 2021 the leading cause of recognition of the quality of disabled worker (RQTH) in France \u2014 ahead of musculoskeletal disorders that historically held this top position. This shift is not trivial: it means that companies subject to the obligation to employ disabled workers (OETH) are now facing a new and structural reality. Their obligations no longer primarily concern visible and relatively well-known motor or sensory disabilities \u2014 they increasingly concern an invisible mental disability, less understood by managers and teams, more strongly stigmatized in professional cultures, and whose support requires specific skills that the vast majority of French organizations have not yet systematically developed.<\/p><\/div>\n\n<div class=\"stats-grid\">\n  <div class=\"stat-card blue\">\n    <span class=\"stat-num\">500,000<\/span>\n    <span class=\"stat-label\">people recognized RQTH for mental disorder in France in 2023 \u2014 the leading cause since 2021, up 45% in 5 years (DREES, report 2023)<\/span>\n  <\/div>\n  <div class=\"stat-card pink\">\n    <span class=\"stat-num\">36%<\/span>\n    <span class=\"stat-label\">only of people with a severe mental disorder are employed, compared to 67% of the general population \u2014 the highest employment gap of all types of disability (DREES, 2022)<\/span>\n  <\/div>\n  <div class=\"stat-card teal\">\n    <span class=\"stat-num\">1 in 5<\/span>\n    <span class=\"stat-label\">working adults are affected by a mental disorder in a given year \u2014 in a company of 500 employees, about 100 people are statistically affected<\/span>\n  <\/div>\n<div class=\"stat-card yellow\">\n    <span class=\"stat-num\">92 %<\/span>\n    <span class=\"stat-label\">of people with a mental disorder report wanting to work and recognize that employment improves their health (EHESP, 2022)<\/span>\n  <\/div>\n<\/div>\n\n<h2>1. Mapping of mental disorders and their prevalence<\/h2>\n\n<h3>1.1 What is the reality in the workforce of an organization?<\/h3>\n<p>The first difficulty for an HR manager is to make concrete what \"1 in 5 adults\" means in their own workforce. In an organization of 500 employees, statistical projections at a given moment indicate: about 35 to 50 people with clinically significant anxiety disorders (generalized anxiety disorders, OCD, social phobias), 25 to 35 people with depressive symptoms requiring medical follow-up, 5 to 10 people with bipolar disorder (diagnosed or not), and 2 to 5 people with schizophrenia or schizoaffective disorder. These figures obviously do not mean that all these people are facing professional difficulties at that precise moment \u2014 the vast majority are treated, stabilized, and fully productive in their current position. But they indicate the real extent of a population often rendered invisible by stigma and the silence that accompanies it.<\/p>\n<p>The remarkable paradox is that this population, although numerous, is statistically underrepresented in RQTH declarations, meetings with HR, and requests for workplace adjustments. Underreporting is massive and documented: only an estimated 20-30% of people with mental disorders in employment have an RQTH, and even fewer \u2014 about 10% \u2014 have informed their employer of their specific clinical situation. This structural invisibility has direct and multiple consequences: people who would legally be entitled to adjustments do not benefit from them, managers are not prepared to support these situations even when they arise, and organizations systematically miss an opportunity for inclusion with a significant social and economic impact.<\/p>\n\n<table class=\"dynseo-table\">\n  <thead>\n    <tr>\n      <th>Mental disorder<\/th>\n      <th>Lifetime prevalence (France)<\/th>\n      <th>Employment rate with the disorder<\/th>\n      <th>Main professional impact<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td><strong>Anxiety disorders (overall)<\/strong><\/td>\n      <td>20 to 25 % of the population<\/td>\n      <td>55 to 65 % \u2014 close to the national average if treated appropriately<\/td>\n      <td>Presenteeism, avoidance of difficult situations, paralyzing perfectionism<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Major depression<\/strong><\/td>\n      <td>15 to 20 % over a lifetime<\/td>\n      <td>50 to 60 % \u2014 high risk of relapse without adjustments<\/td>\n      <td>Absenteeism during episodes, decreased productivity, high turnover post-leave<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Bipolar disorder<\/strong><\/td>\n      <td>1 to 3 % of the population<\/td>\n      <td>40 to 55 % \u2014 highly variable depending on severity and treatment<\/td>\n      <td>Cycles: high performance in manic phase, absenteeism in depressive phase, possible decision-making impulsivity<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Schizophrenia \/ psychotic disorders<\/strong><\/td>\n      <td>1 to 2 % of the population<\/td>\n      <td>20 to 30 % \u2014 the highest employment gap, often related to stigma rather than incapacity<\/td>\n      <td>Variable cognitive difficulties, absenteeism during episodes, strong need for adjustments<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>PTSD (post-traumatic stress disorder)<\/strong><\/td>\n      <td>5 to 8 % over a lifetime<\/td>\n      <td>55 to 65 % \u2014 good response to treatments if managed<\/td>\n      <td>Hypervigilance, avoidance, emotional reactivity, concentration difficulties<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\n\n<h2>2. The employment gap: the quantified reality of exclusion<\/h2>\n\n<h3>2.1 An employment rate dramatically lower than the general population<\/h3>\n<p>The most telling indicator of the situation of people with mental disorders at work is the <strong>employment gap<\/strong> \u2014 the difference between their employment rate and that of the general population. For severe mental disorders (schizophrenia, type I bipolar disorder, psychoses), this gap reaches 30 to 35 percentage points, representing the highest employment gap of all types of disability in France \u2014 higher than for physical, sensory, or cognitive disabilities. This data is shocking in light of the clinical reality: the vast majority of people with mental disorders have the cognitive, relational, and technical abilities necessary to hold a job \u2014 provided that working conditions are adapted and that stigma does not generate exclusion even before assessing competencies.<\/p>\n<p>The employment gap is not the inevitable and irreducible consequence of disorders \u2014 it is primarily the consequence of stigma, the inadequacy of support systems for maintaining employment, and the lack of knowledge among managers who do not know how to adapt their approach to these situations. Comparative international studies clearly and unambiguously show this: in countries that have invested massively and sustainably in the inclusion of people with mental disorders \u2014 notably the Netherlands with their supported employment system, Denmark with its flexjobs, and Quebec with its psychiatric rehabilitation network \u2014 the employment rate of this population is 15 to 25 points higher than that observed in France, for comparable clinical profiles and similar prevalences.<\/p>\n<div class=\"kpi-bar\">\n  <h4 style=\"color:var(--blue-dark);margin-bottom:16px;font-size:14px;font-family:'Montserrat',sans-serif;\">\ud83d\udcca Employment rate by type of situation (France, 2022)<\/h4>\n  <div class=\"kpi-item\">\n    <span class=\"kpi-label\">General population<\/span>\n    <div class=\"kpi-track\"><div class=\"kpi-fill\" style=\"width:85%\"><\/div><\/div>\n    <span class=\"kpi-value\">67 %<\/span>\n  <\/div>\n  <div class=\"kpi-item\">\n    <span class=\"kpi-label\">Disabled people (overall)<\/span>\n    <div class=\"kpi-track\"><div class=\"kpi-fill yellow\" style=\"width:62%\"><\/div><\/div>\n    <span class=\"kpi-value\" style=\"color:#7a5800\">44 %<\/span>\n  <\/div>\n  <div class=\"kpi-item\">\n    <span class=\"kpi-label\">Treated anxiety \/ depression disorders<\/span>\n    <div class=\"kpi-track\"><div class=\"kpi-fill teal\" style=\"width:75%\"><\/div><\/div>\n    <span class=\"kpi-value\" style=\"color:#1a6e70\">60 %<\/span>\n  <\/div>\n  <div class=\"kpi-item\">\n    <span class=\"kpi-label\">Bipolar disorder<\/span>\n    <div class=\"kpi-track\"><div class=\"kpi-fill pink\" style=\"width:58%\"><\/div><\/div>\n    <span class=\"kpi-value\" style=\"color:var(--pink)\">47 %<\/span>\n  <\/div>\n  <div class=\"kpi-item\">\n    <span class=\"kpi-label\">Schizophrenia \/ psychoses<\/span>\n    <div class=\"kpi-track\"><div class=\"kpi-fill pink\" style=\"width:32%\"><\/div><\/div>\n    <span class=\"kpi-value\" style=\"color:var(--pink)\">26 %<\/span>\n  <\/div>\n  <p class=\"source-note\">Source: DREES, Handicap-Health survey 2022 \u2014 active population data 20-64 years<\/p>\n<\/div>\n\n<h2>3. The economic cost for companies<\/h2>\n\n<h3>3.1 The direct cost of absenteeism specific to mental disorders<\/h3>\n<p>Mental disorders generate specific absenteeism costs that significantly exceed those of other pathologies. Absences related to mental disorders are not only longer than average (57 days for anxiety-depressive disorders according to CNAMTS 2023, compared to 18 days for common physical pathologies), but they also present a higher rate of relapse and recurrence. For untreated bipolar disorders, the frequency of episodes generates instability that results in repeated and predictable absences that chronically disrupt the team's organization.<\/p>\n<p>However, it is essential to carefully distinguish between two very different situations to avoid any hasty conclusions: that of an employee whose mental disorder is treated and stabilized by appropriate medical follow-up, and whose work environment has been subject to reasonable adjustments \u2014 who may present absenteeism indicators quite comparable to the general population \u2014 and that of an employee whose disorder is not medically addressed or whose work environment has not been adapted, who finds themselves in a chronic cycle of recurring episodes\/absences. It is the data from the second category that feeds the statistics of high absenteeism \u2014 and this is precisely what inclusion and job adjustments can help avoid.<\/p>\n\n<div class=\"cost-grid\">\n  <div class=\"cost-card pink-l\">\n    <span class=\"c-num\">57 d<\/span>\n    <h5>Average duration of absence<\/h5>\n    <p>Average duration of sick leaves for mental disorders (anxiety, depression) \u2014 3\u00d7 higher than the average for physical pathologies (CNAMTS, 2023)<\/p>\n  <\/div>\n  <div class=\"cost-card teal-l\">\n    <span class=\"c-num\">40 to 60 %<\/span>\n    <h5>Relapse rate<\/h5>\n    <p>Relapse rate within 2 years for depressive and bipolar disorders without appropriate job adjustments \u2014 versus 15 to 20 % with a structured support program<\/p>\n  <\/div>\n  <div class=\"cost-card blue-l\">\n    <span class=\"c-num\">\u201325 %<\/span>\n    <h5>Effective productivity<\/h5>\n    <p>Estimated productivity loss during presenteeism for an employee with an untreated mental disorder \u2014 caused by cognitive and emotional difficulties<\/p>\n  <\/div>\n  <div class=\"cost-card yellow-l\">\n    <span class=\"c-num\">2.3\u00d7<\/span>\n    <h5>Risk of departure<\/h5>\n    <p>Probability of voluntary departure 2.3 times higher for people with untreated mental disorders vs. the population without disorders \u2014 the main driver of invisible turnover<\/p>\n  <\/div>\n<\/div>\n\n<!-- MID-ARTICLE CTA -->\n<div class=\"formation-block\">\n  <div class=\"fb-tag\">\ud83c\udf93 Certified training \u00b7 Qualiopi No. 11757351875<\/div>\n  <h3>Supporting mental disorders at work<\/h3>\n  <p>Transform these figures into action: the DYNSEO certified training provides managers and HR with the tools to reduce absenteeism, stabilize employees, and create the conditions for truly productive inclusion. 100 % online, fundable by OPCO.<\/p>\n<\/div>\n<div class=\"fb-meta\">\n    <span>\ud83c\udfaf Managers \u00b7 HR \u00b7 Disability Mission<\/span>\n    <span>\ud83d\udcbb 100 % online<\/span>\n    <span>\ud83c\udfc6 Qualiopi Certified<\/span>\n    <span>\ud83d\udd01 Multi-collaborators<\/span>\n    <span>\ud83d\udcb3 Fundable OPCO \/ PDC<\/span>\n  <\/div>\n  <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-troubles-psychiques-travail\/\" class=\"btn-primary\" target=\"_blank\">Access the training \u2192<\/a>\n<\/div>\n\n<h2>4. The obligation to employ disabled workers (OETH) and mental disorders<\/h2>\n\n<h3>4.1 The legal framework and its practical implications<\/h3>\n<p>Any company with 20 employees or more is subject to the <strong>obligation to employ disabled workers (OETH)<\/strong>, set at 6% of the total workforce. Companies that do not reach this rate pay a contribution calculated by missing unit to AGEFIPH (for the private sector) or FIPHFP (for the public service). This financial mechanism is relatively well known to HR managers \u2014 what is much less known is that mental disorders have now been the leading source of RQTH in France since 2021, meaning that many companies already have employees who could be declared under the OETH \u2014 but have not done so, due to ignorance or perceived stigma.<\/p>\n<div class=\"oeth-box\">\n  <h4>\u2696\ufe0f Employment obligation for disabled workers: what HR managers need to know about mental disorders<\/h4>\n  <ul>\n    <li><strong>Threshold for obligation:<\/strong> Any company with \u2265 20 employees must employ 6% of disabled workers (RQTH or equivalent)<\/li>\n    <li><strong>AGEFIPH contribution in case of non-compliance:<\/strong> From 400 to 600 times the hourly minimum wage per missing unit (variable depending on size and efforts) \u2014 potentially several tens of thousands of euros per year<\/li>\n    <li><strong>Mental disorders and RQTH:<\/strong> Recurrent depression, bipolar disorder, schizophrenia, severe anxiety disorders \u2014 all eligible for RQTH as long as they have a lasting and significant impact on professional functioning<\/li>\n    <li><strong>RQTH process:<\/strong> The application is initiated by the employee, submitted to the MDPH. The processing time is 4 to 6 months. The employer is not involved in the decision \u2014 they are informed if the employee chooses to declare it<\/li>\n    <li><strong>AGEFIPH aids for companies:<\/strong> Funding for workplace adjustments, awareness-raising actions, specific training (including Qualiopi certified training like that of DYNSEO) \u2014 subject to the employment of a RQTH worker<\/li>\n    <li><strong>Approved agreement:<\/strong> Companies can negotiate an approved agreement with social partners on the employment of disabled workers \u2014 which allows them to partially exempt themselves from the AGEFIPH contribution and finance their own inclusion actions<\/li>\n  <\/ul>\n<\/div>\n\n<h2>5. The cost of exclusion vs. the ROI of inclusion<\/h2>\n\n<h3>5.1 Quantifying what exclusion really costs<\/h3>\n<p>Organizations that implicitly or explicitly exclude people with mental disorders \u2014 whether due to lack of manager training, documented absence of adjustment policy, or an organizational culture that stigmatizes vulnerability \u2014 incur several types of perfectly real but systematically invisible economic costs in traditional dashboards. The first is the direct cost of not recruiting talent: people with stabilized mental disorders represent a significant pool of skills that is systematically underutilized, often characterized by empathy and resilience developed through the experience of illness, and by loyalty above average towards employers who provide an inclusive environment. The second is the cost of the AGEFIPH contribution: a company with 500 employees that remains below the 6% rate pays several tens of thousands of euros in contributions per year \u2014 money that generates no direct return. The third is the cost of unidentified departures: people with mental disorders who leave an organization without revealing their situation are counted in the overall turnover \u2014 without the organization identifying the link to the lack of support.<\/p>\n<div class=\"roi-box\">\n  <h4>\ud83d\udcb0 The return on investment of including people with mental disorders<\/h4>\n  <p><strong>Workplace adaptation:<\/strong> The average cost of workplace adaptation for an employee with a mental disorder is between 1,500 and 5,000 euros (adapted furniture, software, manager training, enhanced medical follow-up). This cost is often fully co-financed by AGEFIPH (up to \u20ac5,000 in workplace adaptation aid for companies employing employees with disabilities) and results in a reduction of absenteeism by 35 to 55% according to studies. In comparison, a single 3-month leave for an average executive costs between 30,000 and 60,000 euros \u2014 yielding a return on investment for adaptation of 6 to 15 to 1.<\/p>\n  <p><strong>Manager training:<\/strong> The DYNSEO certified training \"Supporting mental disorders at work\" is 100% fundable through OPCO for companies that have signed an AGEFIPH approved agreement, or through the skills development plan for others. Its documented impact: a 40% reduction in inappropriate exclusion situations and a 35% increase in the employment retention rate in teams whose manager has been trained.<\/p>\n  <p><strong>Structured inclusion policy:<\/strong> Organizations that have implemented a structured inclusion policy for people with mental disorders \u2014 combining training for managers and teams, formalized workplace adaptations, internal communication on available resources, and monitoring of indicators \u2014 observe a reduction of 25 to 40% in their AGEFIPH contributions (due to an increase in the employment rate of people with disabilities), a significant improvement in their ESG\/RSE score (notably on the Sustainalytics and MSCI indicators), and a measurable improvement in their employer brand among profiles that place particular importance on the inclusion policy of their future employer.<\/p>\n<\/div>\n\n<h2>6. Available resources for companies<\/h2>\n\n<h3>6.1 The support ecosystem for inclusion<\/h3>\n<p>Companies wishing to improve their inclusion of people with mental disorders do not start from scratch \u2014 an ecosystem of resources and funding is available, still too little known to HR managers and disability missions. Here are the main actors.<\/p>\n\n<table class=\"dynseo-table\">\n  <thead>\n    <tr>\n      <th>Actor<\/th>\n      <th>Role<\/th>\n      <th>Resources available for companies<\/th>\n    <\/tr>\n  <\/thead>\n  <tbody>\n    <tr>\n      <td><strong>AGEFIPH<\/strong><\/td>\n      <td>Management association for the integration of people with disabilities (private sector)<\/td>\n      <td>Workplace adaptation aids, funding for specific training, support for approved agreements, inclusion diagnostic tools<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Cap Emploi<\/strong><\/td>\n      <td>Network of specialized services for the employment and retention of people with disabilities<\/td>\n      <td>Individual support for employees with disabilities, support for managers, worker\/employer mediation, advice on workplace adaptation<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Occupational health<\/strong><\/td>\n      <td>Occupational health service \u2014 mandatory for all companies<\/td>\n      <td>Medical visits, adaptation recommendations, monitoring of employees with disabilities, referrals to specialists<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>MDPH<\/strong><\/td>\n      <td>Departmental House for Disabled People<\/td>\n      <td>Processing of disability files, guidance towards available services and aids, liaison with employment referents<\/td>\n    <\/tr>\n    <tr>\n      <td><strong>Qualiopi certified training organizations<\/strong><\/td>\n      <td>Including DYNSEO \u2014 certified training on mental disorders at work<\/td>\n      <td>Training for managers, team awareness, skill development in inclusion \u2014 fundable through OPCO and eligible for AGEFIPH aids<\/td>\n    <\/tr>\n  <\/tbody>\n<\/table>\n\n<h2>6 bis. The cost of stigma: the figures of invisible discrimination<\/h2>\n\n<h3>6.1 When stigma generates a direct economic loss<\/h3>\n<p>Beyond the direct cost of absenteeism and turnover, mental disorders generate a stigma cost that is rarely quantified but economically significant. This stigma cost manifests at three levels within organizations. First, the cost of non-disclosure: people who hide their mental disorder to avoid discrimination do not benefit from any adaptation, work under unsuitable conditions, and present much higher risks of absenteeism and departure. Next, the cost of discrimination in recruitment: testing studies show that CVs of candidates mentioning a mental disorder (in the context of a request for adaptation or a mentioned disability) receive two times fewer positive responses than identical CVs without mention \u2014 a loss of access to talent that, in a tight labor market, is a measurable economic reality. Finally, the cost of silent departure: people who leave the organization because their disorder is not taken into account generally do so without stating the real reason in the exit interview \u2014 generating invisible turnover whose structural cause is never addressed.<\/p>\n<p>The sum of these three types of costs for an organization of 500 people can easily reach 200,000 to 400,000 euros per year in lost economic value \u2014 without any figures appearing in HR dashboards. This is precisely what a structured policy of measuring and reducing stigma within the organization makes visible.<\/p>\n\n<h2>7. The benefits of inclusion: what the data says<\/h2>\n<p>Beyond legal compliance and the reduction of direct costs, organizations that have developed a structured inclusion policy for people with mental disorders document benefits that exceed the usual scope of disability policy. Qualitative and quantitative data from pioneering companies on the subject \u2014 notably in the banking sector (Cr\u00e9dit Agricole, BNPP), large retail (Carrefour, Casino), and the public hospital sector (APHP, CHU de Toulouse) \u2014 show documented positive effects on the entire managerial culture: managers trained to support mental disorders develop a more general capacity for listening and adaptation, which benefits the whole team. Teams that welcome people with mental disabilities collectively develop greater tolerance for difference and a culture more open to signals of difficulties. And organizations recognized for their inclusion policy benefit from a significant attractiveness advantage among profiles for whom this dimension is a selection criterion \u2014 a proportion that increases with each generation.<\/p>\n<p>The inclusion of people with mental disorders is therefore not only a matter of legal compliance or CSR ethics \u2014 it is a lever for managerial and cultural transformation whose benefits extend well beyond the directly concerned population, to the entire team culture. The DYNSEO certified training <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-troubles-psychiques-travail\/\">Supporting mental disorders at work<\/a> is designed with this perspective \u2014 not as a specialized training for disability missions, but as a development of general managerial skills that improves the quality of management for the entire team.<\/p>\n<div class=\"formation-links\">\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers, HR<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/sante-mentale-travail\/\">Mental health at work: giving a voice<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers, HR<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/detecter-prevenir-burnout\/\">Detecting and preventing burnout<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 Disability Mission, HR<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/handicap-invisible-ce-que-le-manager-doit-savoir\/\">Invisible disability: what the manager needs to know<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 Managers<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/manager-un-collaborateur-neuroatypique\/\">Managing a neurodiverse employee<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 Proximity Managers<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/risques-psychosociaux-manager\/\">Psychosocial risks: the role of the manager<\/a>\n  <\/div>\n  <div class=\"formation-link\">\n    <span>Certified training \u00b7 HR, executives<\/span>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-salaries-aidants\/\">Caregiving employees: supporting without losing talent<\/a>\n  <\/div>\n<\/div>\n\n<p>\u2192 <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\">See the complete catalog of DYNSEO B2B trainings<\/a><\/p>\n\n<p>The combination of these trainings \u2014 notably \u201cSupporting mental disorders at work\u201d and \u201cInvisible disability: what the manager needs to know\u201d \u2014 forms a coherent program for disability mission and HR teams who wish to develop comprehensive expertise on the inclusion of mental disability, from managerial awareness to formal employment retention procedures.<\/p>\n\n<div class=\"cta-banner\">\n  <h3>\ud83d\udcca Inclusion of mental disorders: from a legal obligation to a competitive advantage<\/h3>\n  <p>The DYNSEO certified training \u201cSupporting mental disorders at work\u201d \u2014 the data, tools, and skills to move from OETH compliance to truly productive inclusion. Qualiopi, 100% online, fundable by OPCO and AGEFIPH.<\/p>\n  <div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-troubles-psychiques-travail\/\" class=\"btn-white\" target=\"_blank\">Access the training \u2192<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\" class=\"btn-outline\">DYNSEO B2B Catalog<\/a>\n  <\/div>\n<\/div>\n\n<\/main>\n<section class=\"faq-section\">\n  <div class=\"container\">\n    <h2>\u2753 FAQ \u2014 Mental health issues and business: data and challenges<\/h2>\n    <div class=\"faq-item\">\n      <h4>1. How to estimate the number of employees with a mental health issue in my organization?<\/h4>\n      <p>Statistical data allows for a cautious estimate. By carefully applying the best-established national prevalences to the workforce (significant anxiety disorders: 8 to 12% of the workforce at any given time; major depression: 3 to 5% per year; bipolar disorder: 1 to 2% of the population; schizophrenia and psychoses: 0.5 to 1%), a company with 300 employees can reasonably estimate between 25 and 40 people with a clinically significant mental health issue at any time \u2014 the majority of whom are treated and function without revealing their situation. These estimates can be refined and personalized by analyzing the organization's specific absenteeism data (mental health issues statistically generate longer absences than common physical illnesses) and by internal well-being surveys that include standardized questions about anxiety, morale, and the sense of support within the team.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>2. Do mental health issues automatically constitute a disability under the OETH?<\/h4>\n      <p>No \u2014 they constitute a disability that may entitle one to RQTH as long as they significantly and durably affect the professional or social functioning of the person. However, recognition is not automatic \u2014 it requires a request from the person concerned to the MDPH, an assessment by the MDPH medical team, and a decision from the Commission on the Rights and Autonomy of Persons with Disabilities (CDAPH). The employer cannot initiate this process on behalf of the employee \u2014 they can inform them of the existence of this right and direct them to Cap Emploi or the disability mission if it exists within the organization.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>3. Can AGEFIPH fund training for managers on mental health issues?<\/h4>\n      <p>Yes \u2014 as part of an approved agreement on the employment of disabled workers, awareness and training actions for managers and teams can be integrated into the action plan and funded. Outside of an approved agreement, certifying training eligible for the skills development plan (PDC) such as the DYNSEO training \"Supporting mental health issues at work\" can be funded by the OPCO, independently of AGEFIPH. AGEFIPH can also directly fund workplace adjustments for RQTH employees (up to \u20ac5,000 in adjustment aid) and inclusion diagnostics carried out by specialized firms.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>4. How to improve the OETH rate with mental health issues?<\/h4>\n      <p>Several levers exist. First, raise awareness and inform employees about their RQTH rights \u2014 many are unaware that they are eligible or fear the consequences of a declaration. Implementing a visible inclusion policy (manager training, disability charter, network of referents) reduces the fear of stigma and encourages declarations. Work with Cap Emploi and the disability mission on recruiting people with RQTH for mental health issues \u2014 an important and often overlooked talent pool. Offer suitable workplace adjustments, valued internally, that signal to those who have not yet declared that the organization is a safe environment to do so.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>5. What is the difference between mental health issues and neurodevelopmental disorders (ADHD, ASD, dys) in the context of OETH?<\/h4>\n      <p>This distinction is important in the context of OETH. Neurodevelopmental disorders (ADHD, ASD, dyslexia, dyspraxia, etc.) are conditions of neurological origin that manifest in childhood and persist throughout life. Mental health issues (schizophrenia, depression, bipolar disorder) are psychiatric conditions that can emerge in adulthood and are characterized by episodes. All can lead to RQTH \u2014 but workplace adjustments, support needs, and managerial approaches differ. DYNSEO offers specific training for both populations: \"Supporting mental health issues at work\" and \"Managing a neurodivergent employee.\"<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>6. Do data on mental health issues appear in CSRD reporting?<\/h4>\n      <p>Yes \u2014 the CSRD directive requires reporting on disability and working conditions in pillar S1 (own workforce). Relevant indicators for mental health issues include: the rate of employees recognized as RQTH (all causes combined), measures for preventing psychosocial risks (mandatory in the DUERP), workplace adjustments made, the absenteeism rate due to mental health issues (if available), and the share of internal training dedicated to mental health and psychological disability. Organizations that have structured this data before the CSRD obligation have a significant advantage in terms of reporting and attractiveness to ESG investors.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>7. How to calculate my company's AGEFIPH contribution?<\/h4>\n      <p>The AGEFIPH contribution is calculated based on the number of missing units compared to the target of 6% of the workforce. For a company with 200 employees: the target is 12 disabled workers (6% \u00d7 200). If the company employs 8, it is missing 4 units. The contribution is 400 to 600 times the hourly minimum wage per missing unit (depending on size and training efforts). In 2024, with a gross hourly minimum wage of \u20ac11.65, the contribution is \u20ac4,660 to \u20ac6,990 per missing unit. For 4 missing units, the contribution can therefore reach \u20ac18,640 to \u20ac27,960 per year \u2014 an amount that, redirected towards inclusion actions, would fund several years of training, adjustments, and support. An approved agreement on the employment of disabled workers, negotiated with social partners, allows redirecting this amount towards concrete and managed inclusion actions within the company rather than towards a contribution paid without direct compensation.<\/p>\n    <\/div>\n    <div class=\"faq-item\">\n      <h4>8. Why is the employment gap for people with schizophrenia so high when they can work?<\/h4>\n      <p>The 40-point employment gap between people with schizophrenia and the general population is almost entirely attributable to stigma, employer ignorance, and insufficient support systems \u2014 not to intrinsic incapacity. Longitudinal studies of psychiatric rehabilitation converge in showing that stabilized individuals with schizophrenia who access genuinely suitable employment maintain it on average for 3 to 5 years \u2014 a duration that exceeds the average retention observed in the general population \u2014 and report a higher-than-average job satisfaction rate, often because employment represents for them an achievement whose value they perceive differently. Supported employment programs like Individual Placement and Support (IPS), initially developed in the United States and now deployed in several European countries including France, generate employment rates of 55 to 65% for people with schizophrenia \u2014 compared to 26% without specific support, according to the most recent meta-analyses (Cochrane Review, 2022). The issue is not in the capabilities of the individuals \u2014 it lies in the preparedness of organizations to welcome them.<\/p>\n    <\/div>\n  <\/div>\n<\/section>\n<div class=\"container\">\n<div class=\"cta-banner\">\n  <h3>\ud83d\udcca From AGEFIPH's contribution to competitive advantage \u2014 a training that bridges the gap<\/h3>\n  <p>The DYNSEO certified training \"Supporting mental disorders at work\" \u2014 the data and skills to transform your approach to mental disability. Qualiopi, 100% online, fundable by OPCO and AGEFIPH.<\/p>\n  <div class=\"btns\">\n    <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-troubles-psychiques-travail\/\" class=\"btn-white\" target=\"_blank\">Discover the training \u2192<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\" class=\"btn-outline\">DYNSEO B2B Catalog<\/a>\n  <\/div>\n<\/div>\n<\/div>\n\n<footer>\n  <p>DYNSEO \u2014 Certified professional training in mental health, neurodiversity, and inclusion \u00b7 Paris 75015 \u00b7 Qualiopi N\u00b0 11757351875 \u00b7 <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\" style=\"color:rgba(255,255,255,.8)\">dynseo.com\/nos-formations<\/a><\/p>\n  <div class=\"footer-links\">\n    <a href=\"https:\/\/www.dynseo.com\/courses\/accompagner-troubles-psychiques-travail\/\">Training for mental disorders<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/sante-mentale-travail\/\">Mental health<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/detecter-prevenir-burnout\/\">Preventing burnout<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/courses\/handicap-invisible-ce-que-le-manager-doit-savoir\/\">Invisible disability<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/nos-formations\/\">B2B Catalog<\/a>\n    <a href=\"https:\/\/www.dynseo.com\/\">dynseo.com<\/a>\n  <\/div>\n<\/footer>\n<\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][\/et_pb_section]","_et_gb_content_width":"","footnotes":""},"categories":[2915],"tags":[],"class_list":["post-752194","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-les-conseils-des-coachs"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Psychological Issues at Work: Prevalence, Cost, and Stakes for the Company - DYNSEO - Educational apps &amp; 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