The employee understood from day one.
You hire an employee with RQTH status (official recognition as a worker with a disability, in France), or someone with an invisible condition: ADHD, autism, dys conditions, anxiety. The box ticked on the form says nothing about what really helps at work. With myHandiQR recommended to the employee, they give you a QR code when they join or later in their career. You scan, you know what to adapt without asking questions. The employee starts without having to explain their situation to a new name every week.
Karim understood before his first day.
Not a medical file. Not an HR report to archive. A profile written by the employee, readable in two minutes from your phone. You prepare their onboarding, you brief their manager, you set up their role, without putting them through the discomfort of starting from scratch all over again.
The moment it breaks down
Five awkward minutes on "how would you like us to organise things". The handover between HR and the manager gets lost in daily business. Same between the manager and the team. The next person onboarded arrives with no context. And the employee tells their story for the fourth time in six months.
You scan, everything is ready.
Nothing to install
You scan from your phone. No HRIS integration to build, no dependency on IT.
No account to create
No account to create, no data to collect. You read what the employee chooses to share.
The employee stays in control
The employee chooses what goes on the profile and updates it as the situation changes.
"Before a new project, let Karim know 48 hours ahead of the briefing. Last minute changes throw him off." Karim, 38, autism. Only the explanation of autism is adapted to HR or the manager, the profile stays the same for everyone.
How it works for you
Three moments.
The employee hands you a QR code
When hired, when declaring their disabled worker status, or simply whenever they think to share it. They choose who scans it, and when.
You scan it in two minutes
Before onboarding, before a one-on-one, before a team change. You prepare your conversation already knowing what helps.
You adapt without prying
And when the manager changes, the new one scans the same QR code. The employee no longer retells it with every change.
Karim
38 years old · developer
Karim is on the autism spectrum. Precise with details, comfortable with technical topics, he needs subjects to be predictable and prepared in advance.
- Announce changes in advance
- Prefer written instructions
- Limit very noisy open-plan offices
Here is what the profile displayed after the scan looks like.
Example shown here: Karim, 38, developer, autistic (ASD). Three sections written by him: overview, how to help, what to avoid. No clinical terms, no protocol, just what works at the office.
The employee's own words
Overview, how to help, what to avoid, identical for every reader (HR, manager, team).
Definitions adapted for HR
Click on a condition: the explanation is rephrased for you, with office and management situations.
The employee stays in control
He chooses what appears on the profile, and updates it whenever his situation changes.
Up to date everywhere
When the employee updates the profile, the next manager who scans it reads the current version. No dedicated meeting needed.
Before. After.
Without myHandiQR
- Five awkward minutes on "how would you like us to organise things"
- The HR to manager handover gets lost in daily business
- Same between the manager and the team
- The employee tells the story again at every change of role or manager
- The employee has to prove their legitimacy to every new name
With myHandiQR recommended to the employee
- A QR code scanned in 30 seconds, profile up to date, in writing
- Introduction, how to help, what to avoid, written by the employee themselves
- The next manager scans the same QR code, reads the same profile
- You adapt without asking questions, without intruding
- The employee starts the role in a framework already understood
Share the poster with the employee See HR & manager use cases
What it is not
- Not a medical file
- Not a fixed protocol
- Not an obligation for the employee
use cases
Your questions, real answers
Is the employee required to give me their QR code?
No. It is strictly up to them. No legal obligation, no pressure possible.
Can I turn down a candidate because they have not created a profile?
No, and it is illegal (disability discrimination, article L1132-1 of the French Labor Code).
Can I require a profile from my team?
No. You can mention it, never impose it. It is each employee's decision, with no consequence if they decline.
What about the GDPR?
The profile is created and hosted by the employee for their own communication. You read it, you archive nothing. No HR processing in the GDPR sense on the company side.
What about occupational health?
You can pass the QR code to the occupational health doctor ahead of a return-to-work or fitness assessment, and they read the same profile without having to cross-check the information with the employee. Conversely, if occupational health wants a direct channel, they can recommend myHandiQR to the employee at the time of the RQTH (a recognized disabled worker status, in France) declaration or the workstation accommodation.
It sets the basic context.
The conversation can start straight from what matters here.
You arrive on site. Before you, twenty people have already heard the same thing. The employee explains, starts over, adjusts, hopes to be understood. The QR code sets that basic context before you arrive. When you talk with them, you start straight from what's unique to your meeting.
Want to go further with your disability mission?
Bulk cards for a disability programme, an HR department, a site, or a company OETH scheme (the French employment obligation for workers with disabilities)? Would you like to talk about it with your disability officer or your HR director? Write to us, we will look at the best format together.
Reply within 48 working hours max via the contact page.
✓ A6 format, 4 per A4 sheet ✓ No medical display ✓ The employee decides freely