Wheelchair Coverage: A Strategic Issue for Tech Employers

100% coverage for wheelchairs: what changes on december 1, 2025

From December 1, 2025, all wheelchairs will be reimbursed in full by French social security (Assurance Maladie), with no out-of-pocket cost for users.

Previously, many models were only partially reimbursed, forcing people to piece together funding from complementary insurance, local authorities, or disability agencies.

Key features of the reform:

• Reimbursement is conditional on a prescription by a doctor or an occupational therapist, validating a real compensation need.
• Optional or highly specific wheelchair features (not listed in standard nomenclature) can be reimbursed on a case-by-case basis via a prior approval process; if the health insurer doesn’t respond within two months, silence means agreement.
• A single “one-stop” administrative channel will be set up under Assurance Maladie so that users can apply more directly and simply.

This reform marks a major step toward mobility equity, easing the financial burden on people with disabilities, including those in working life.

Employment obligations under French Law

Under French law, any company with at least 20 employees must comply with the “Obligation d’Emploi des Travailleurs Handicapés” (OETH), i.e., to employ workers with disabilities at a rate of at least 6% of its workforce (on average over the year). 

Since January 2025, transitional tax-deduction measures for subcontracting with adapted employment structures (e.g., ESAT, EA) have ended.

If a company fails to reach the quota, it may face a financial contribution (penalty).

All companies (regardless of whether they hit 6%) must declare the number of disabled workers via their monthly social declarations (DSN), and for companies subject to the quota, also via an annual declaration.

There is also a multiplier for disabled employees aged 50 or more when counting toward the 6% target.

Financial Incentives for Hiring Workers with Disabilities

To encourage compliance and promote inclusion, the Agefiph (Association for the Insertion of Disabled Persons in the Private Sector) offers a variety of financial supports.

Some key incentives include:

• Workplace adaptation aid: Supports costs tied to making a position accessible (special equipment, software, tutor, interpreter, etc.).
• Recognition of the Severity of Disability (RLH) grant: For long-term or severe disability, the employer can receive a quarterly payment for up to 3 years.
• Onboarding / integration aid: Up to €3,150 to cover the costs of training, awareness, mentoring, or adapted supervision for newly hired disabled workers.
• Apprenticeship support: For hiring a disabled apprentice between Feb 24 and Dec 31, 2025, employers may receive up to €6,000.

These financial levers make it more attractive (and less risky) for employers to invest in accessibility and inclusive hiring.