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La RQTH

Qu’est-ce que c’est ?

La Reconnaissance de la Qualité de Travailleur Handicapé (RQTH) est un statut que l’on peut obtenir grâce à la MDPH. Elle vise à permettre une meilleure inclusion des personnes en situation de handicap au sein du marché du travail.

En fonction du handicap, La RQTH peut être obtenue pour une durée allant de 1 à 5 ans. C’est au bénéficiaire de renouveler sa demande à chaque échéance. Son attribution officielle se fait au moyen d’une notification d’attribution, couplée à une attestation délivrée à la MDPH et qu’il est nécessaire de présenter à un service de la médecine du travail pour faire valoir ses droits.

Si vous êtes reconnu RQTH, sachez que vous n’avez aucune obligation d’en notifier votre employeur ou la médecine du travail. De même, vous êtes en droit de ne pas faire figurer cette information sur votre C.V, et de ne pas en informer un recruteur, même lors de la signature d’un contrat de travail. La RQTH est simplement là pour appuyer les demandes d’aménagements que vous pourriez faire suite à votre handicap.

Comment l’obtenir ?

Pour obtenir la RQTH, il suffit de faire sa demande en remplissant le formulaire et le certificat médical dédiés, puis en les transmettant à votre MDPH. C’est une commission qui décidera ensuite de vous l’octroyer ou non, en fonction de votre dossier. Pour télécharger ces documents et bénéficier de conseils sur la manière de les remplir, rendez-vous sur la page « Démarches MDPH« .

A noter : si vous bénéficiez de l’Allocation aux Adultes Handicapés (peut importe son montant), vous êtes automatiquement reconnu travailleur handicapé, sans formalités supplémentaires. Si votre MDPH ne vous remet pas immédiatement une attestation de RQTH, n’hésitez pas à la lui demander.

Ses conséquences au quotidien

De manière générale

La RQTH contraint votre employeur à essayer d’adapter vos conditions de travail à votre handicap (en fonction de ce qui est possible au regard de votre profession). Vous pouvez notamment demander quelques jours de télétravail par semaine, un ajustement de vos horaires ou un mobilier de bureau adapté (ex : bureau plus bas, chaise ergonomique, etc…).

A noter : la RQTH peut également s’appliquer lors d’un stage, peut importe sa durée (du moment que vous avez plus de 16 ans).

Si vous n’occupez pas d’emploi actuellement, la RQTH vous permet de demander à être orienté vers un établissement ou service d’aide par le travail, vers le marché du travail ou vers un centre de rééducation professionnelle. Cette demande est à faire directement auprès de votre MDPH, lors de la constitution de votre dossier.

La RQTH octroie également une priorité d’accès à diverses mesures d’aides à l’emploi et à la formation, ainsi qu’à des aménagements des dispositifs existants (contrat d’apprentissage, contrat unique d’insertion, etc…).

En cas de licenciement, la durée du préavis légal est doublée pour les travailleurs reconnus handicapés, bien que la durée du préavis ne puisse au final excéder trois mois.

Dans la fonction publique

L’accès à la fonction publique est facilité en cas de RQTH. En effet, les bénéficiaires obtiennent le droit d’être titularisés sans passer de concours, via le Recrutement Contractuel Spécifique.

Pour bénéficier du Recrutement Contractuel Spécifique, il vous faut répondre à une offre d’emploi de l’Etat réservée aux B.O.E (Bénéficiaires de l’Obligation d’Emploi) en constituant un dossier contenant :

  • Votre attestation de RQTH
  • Votre Curriculum Vitae
  • Une lettre de motivation pour le poste en question
  • Une photocopie de vos diplômes
  • Une photocopie de votre pièce d’identité

Si votre dossier est retenu, vous devrez alors passez un entretien (équivalent à un entretien d’embauche classique) devant un jury. Si vous obtenez le poste, vous serez alors considéré comme fonctionnaire stagiaire durant un an, puis, à l’issu de cette « période d’essai », un nouveau jury décidera de votre titularisation définitive.

Cette procédure vise à permettre aux personnes handicapées d’obtenir plus facilement un poste stable dans la fonction publique, en leur évitant notamment d’avoir à passer le traditionnel concours (épreuves écrite puis orale) qui peut être très éprouvant physiquement et mentalement.

Cependant, les personnes reconnues travailleurs handicapés peuvent tout à fait participer aux concours « classiques » de la fonction publique, ouverts à tous (handicapés ou non). Dans ces cas-là, il est possible de demander un aménagement lors des épreuves (tiers-temps, utilisation d’un ordinateur…). Il est à noter qu’aucune priorité ou traitement de faveur ne sera alors donné aux candidats reconnus handicapés.

Si vous êtes à la recherche d’offres d’emploi réservées aux B.O.E dans votre région, voici quelques sites web qui pourraient vous intéresser :

N’hésitez également pas à consulter directement le site web de votre académie et des écoles et universités de votre ville (pour des recrutements sous l’égide du ministère de l’enseignement supérieur ou de l’Education Nationale). Travailler dans le domaine de l’éducation (enseignement ou administration) est notamment une bonne alternative pour les fibromyalgiques car cela permet de bénéficier de congés payés réguliers grâce aux vacances scolaires (environ 49 jours par an).

L’obligation d’emploi

En France, tout employeur d’au moins 20 salariés à l’obligation d’employer des personnes en situation de handicap dans une proportion de 6 % de son effectif total. L’obligation d’emploi concerne tous les salariés quelle que soit la nature de leur contrat (CDD, Intérim, CDI). La loi oblige l’employeur à déclarer chaque année le nombre d’emplois occupés par des travailleurs handicapés dans son entreprise pour justifier qu’il respecte l’obligation d’emploi.

Si l’employeur ne respecte pas l’obligation d’emploi, il doit alors verser une contribution annuelle. Celle-ci est calculée en fonction du nombre de travailleurs handicapés que l’entreprise aurait dû employer. La contribution peut être majorée dans certains cas ; par exemple, si l’entreprise n’a employé aucun travailleur handicapé pendant plus de 3 ans.

A noter : les entreprises nouvellement créées, ou celles dont l’effectif vient juste d’atteindre le seuil de 20 salariés, ont un délai de 5 ans pour se mettre en conformité avec l’obligation d’emploi (avant d’être possiblement sanctionnées).

Cette mesure vise à encourager l’emploi de travailleurs handicapés dans les grandes entreprises et ainsi à réduire le nombre de personnes handicapées en situation de précarité.

A savoir : si le poste que vous occupez n’était originellement pas destiné à une personne en situation de handicap, vous êtes considéré comme travaillant en milieu ordinaire. Une très grande majorité des personnes en situation de handicap travaille actuellement en milieu ordinaire, ce qui engendre bien souvent un surplus d’arrêts de travail en raison du manque d’adaptation au handicap.

J’espère que cet article vous aura aidé à mieux comprendre l’enjeu de la RQTH et que vous pourrez bientôt profiter de ce statut, si ce n’est pas déjà fait 😉

Bon courage dans vos démarches et à bientôt !

La vie en fibromyalgie

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La vie en fibromyalgie

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  77. Thank you for your sharing. I am worried that I lack creative ideas. It is your article that makes me full of hope. Thank you. But, I have a question, can you help me?

  78. I don’t think the title of your article matches the content lol. Just kidding, mainly because I had some doubts after reading the article.

  79. The perspective you brought here reframed something I assumed I understood and turned it fresh and worth chasing again. I respect that you let your readers work it out for themselves rather than handing over every last conclusion neatly. I am setting this aside to reread on the difficult days when I need proof that patient and steady effort truly pays off.

  80. Thank you for your sharing. I am worried that I lack creative ideas. It is your article that makes me full of hope. Thank you. But, I have a question, can you help me?

  81. One point I found interesting is how RQTH can affect everyday work without necessarily requiring someone to disclose their status to an employer. The practical side seems more important than the label itself, especially when it comes to adjusted hours, remote work, or suitable equipment. I also think the renewal period is something people can easily overlook, so keeping track of the notification date matters. The administrative process looks a bit confusing at first, but knowing what documents are needed can save some time.

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