A profile written by the employee, to read before onboarding.
You're hiring an employee with an RQTH (official disabled worker status, in France), or someone with an invisible condition: ADHD, autism, a learning difference, anxiety. A box ticked on a form tells you nothing about what actually helps at work. With myHandiQR recommended to the employee, they hand you a QR code when they're hired or later in their career. You scan it, you know what to adapt without asking.
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 pain point
Five awkward minutes on "how would you like us to organize things." HR forgets to pass it on to the manager. The manager forgets to pass it on to the team. The new hire arrives with no context. And the employee retells their situation for the fourth time in six months.
What you'll find on the profile
For you, it's free. Always.
No sign-up, no commitment, no data. The employee pays for their own profile.
No tool to install
You scan from your phone. No HRIS integration to set up, no dependency on IT.
No account to create
No HR data on the myHandiQR side. You read what the employee chooses to share, that's all.
The employee stays in control
The employee chooses what goes on the profile and updates it as the situation changes.
A concrete example: what the profile says for you
"Before a new project, give Karim 48 hours' notice ahead of the brief. Last-minute changes throw him off."
, Karim, 38, autistic. Profile reworded for HR / manager.
How it works for you
No tool to install, no account to create. Three steps.
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 on details, comfortable with technical work, he needs topics to be predictable and prepared ahead of time.
- Announce changes in advance
- Prefer written instructions
- Limit very noisy open-plan offices
Here's what the profile you'll scan looks like.
Example opposite: Karim, 38, developer, autistic. Three sections written by him: introduction, how to help, what to avoid. No medical terms, no protocol, just what works at work.
Fixed sections
Introduction, how to help, what to avoid, always the same for every reader (HR, manager, team).
HR-adapted definitions
Click on a condition: the explanation is reworded for you, with office and management situations.
The employee stays in control
They are the one who chooses what appears on the profile, and who updates it as their situation changes.
Up to date everywhere
When the employee updates the profile, the next manager who scans reads the current version. With no dedicated meeting.
Before. After.
Without myHandiQR
- Five awkward minutes on "how would you like us to organize things"
- HR forgets to pass it on to the manager
- The manager forgets to pass it on to the team
- The employee retells it with every role or manager change
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 prying, without overstepping
What the profile is not
- Not a medical file
- Not a fixed protocol
- Not an obligation for the employee
- Not a tool that replaces you (you remain the expert)
- Not a paid service for you
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 the ground. Before you, twenty people heard the same thing. The family tells the story, 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 is unique to your encounter.
Want to go further with your disability mission?
Cards in bulk for a disability mission, an HR department, a site, or a company's disabled-worker employment obligation? Want to discuss it with your disability officer or your HR director? Write to us, we'll look at the best format together.
Jérôme, founder. I reply personally, within 48 business hours max, from jerome@myhandiqr.com.
✓ A6 format, 4 per A4 sheet ✓ No medical display ✓ The employee decides freely