France has formalised new obligations for hotels, cafés and restaurants (HCR), making employment and retention measures for people with disabilities compulsory across the sector.

The change follows an official order published in November 2025, extending the provisions of a May 2025 collective agreement to all employers and employees in the hospitality industry.

Extended collective agreement strengthens support for disabled workers

The arrêté of 7 November 2025 enforces the terms of the national HCR collective agreement, initially negotiated between sector representatives. Measures focus on employment continuity, workplace inclusion, and retention of workers with disabilities.

By making these obligations universally binding, the government ensures that every hotel, café, and restaurant must comply, regardless of its membership in any professional organisation.

The order references relevant provisions in the French Labour Code, meaning the obligations are not optional.

Companies in the hospitality sector must review and update human resources policies to meet these requirements, including recruitment, internal support, and workplace adjustments for disabled employees.

Impact on hotel employment practices and compliance

For France’s hospitality sector, this regulatory extension is significant. Seasonal employment patterns and diverse business sizes make inclusive hiring a practical challenge, but binding collective agreement provisions set clear, enforceable standards.

Hotels are now legally required to adopt policies supporting disabled workers and to document compliance where necessary.

The change also aligns with broader labour law trends emphasising sector-wide equal opportunity commitments. HR teams and managers will need to ensure policies reflect these updated requirements to avoid penalties and to maintain compliance with national labour law.

Broader context: inclusion and labour law in France

France has increasingly strengthened workplace inclusion through collective agreements and government extensions.

Sector-wide agreements like the HCR order exemplify how social partners and government oversight can establish enforceable obligations, promoting equal opportunities across industries.

For international hotel operators and hospitality professionals, the extension serves as a clear signal: disability inclusion is now a legal requirement, not a recommendation.

Ensuring adherence will require proactive planning in recruitment, retention, and employee support initiatives.