Disabled worker status (RQTH, reconnaissance de la qualité de travailleur handicapé) is sensitive data. It must be tracked accurately and seen by very few people. Both requirements are handled in the same place.
I want a demoThe point is not storing the information, but making it usable for those who need it and invisible to everyone else.
The data lives in the employee file, with access controlled by authorisation profile. A manager does not need to see it for the HR team to track it.
A recognition has a period of validity. Held in the file, it is tracked like any other deadline, with no parallel spreadsheet kept by a single person.
The recognition lives in the file, next to medical follow-up and the exposure risks of the job. The disability officer has the relevant information without it being circulated.
Data that does not appear in the views available to managers
Access restricted field by field, with an access log
More about RQTH tracking
Disabled worker status raises a problem that few tools handle properly. The information must be tracked accurately, because it has concrete consequences, and strictly protected, because it is health data. Many companies end up taking it out of the system and keeping it in a separate spreadsheet, which solves confidentiality while creating every other problem.
A separate spreadsheet feels protective, but it sits outside the system's access rules, with no access log, often on a single computer or a shared drive. It is updated only by the person who keeps it, and it disappears with them.
Above all, it connects to nothing. Renewal deadlines trigger no reminder, agreed adjustments do not follow the employee when they change jobs, and the link with medical follow-up is lost.
The right answer is not to take the data out of the system, but to restrict who can see it inside. Access is set by authorisation profile, field by field: the authorised HR team tracks the information, the manager does not see it, and it does not appear in team views.
Shared documents also have an access log, so you know who opened what. A shared spreadsheet offers none of these guarantees.
A recognition has a period of validity: held in the file, it is tracked like any other deadline. Agreed workplace adjustments are attached to the employee and their job, which makes them lasting rather than rebuilt at every change of role or manager.
The link with medical follow-up and with the specific equipment provided completes the picture. The goal is not to produce a dashboard, but to make sure the adjustment agreed two years ago is still applied today.
Nicoka HRIS is developed and hosted in France, with data that never leaves the country. To go further: medical visits, security and compliance page, the HR foundation.
We show you how the data is held, who can see it, and how deadlines are tracked without a parallel spreadsheet.
I want a demo