Ressource Handicap Formation (Agefiph): the free support to mobilise for indicator 26

Qualiopi indicator 26 requires every certified organisation to know how to welcome learners with disabilities — and, when an adaptation exceeds its internal means, to mobilise a network of partners. But who exactly do you call when a dyslexic learner enrols on your course, or a hearing-impaired learner starts dropping out of your virtual classroom? In France, the answer is three letters: the RHF, Ressource Handicap Formation — the support scheme run by the Agefiph in every region. Free of charge and designed precisely for training organisations and CFAs (apprenticeship centres), it is the number-one partner to put in your network — and the easiest one to actually mobilise.

What the Ressource Handicap Formation is

The Ressource Handicap Formation is a support scheme run by the Agefiph (the French association in charge of the professional integration of people with disabilities in the private sector), deployed in every region. Its mission: helping training organisations and CFAs secure the learning pathways of learners with disabilities, from entry into training through to certification.

It is neither a direct funder of your organisation nor an inspection body: it is a support service, free for the structures that call on it. If you have read our article on the disability officer (référent handicap), you have already met it: the RHF appears there as the regional network offering workshops, individualised support and ready-to-use tools. This article details what it actually does and how to make the most of it.

What the RHF concretely does for a training organisation

RHF support works on three complementary levels.

1. Support on an individual situation

This is the core of the scheme. A learner with a disability enrols, or a difficulty appears mid-course: the RHF helps you analyse the situation with the learner and search for the right compensations and adaptations — adjusted duration or pace, adapted materials, technical aids, a third-party assistant, adapted assessments. It does not act in your place: it equips your analysis and points you to the right solutions and actors. The right reflex is to involve it as soon as the need is detected, for instance at the pedagogical positioning stage before entry into training, when the disability question in your enrolment form gets a positive answer.

2. Professionalising your team

The RHF offers workshops and webinars on awareness and professionalisation — welcoming the different families of disability, running a needs-detection interview, pedagogical adaptation — as well as ready-to-use tools: detection questionnaires, adaptation sheets, procedure templates. For a newly appointed disability officer, it is the fastest and cheapest way to get trained, and the attendance certificates it delivers are audit evidence you can use directly.

3. Supporting your organisation as a whole

Beyond individual cases, the RHF can support the organisation in building its accessibility policy: reviewing current practices, drawing up an improvement plan, aligning the whole welcome chain — from public information to assessment, including the accessibility of premises (see our article on ERP obligations for training rooms) and of your materials and platforms (digital accessibility and the RGAA).

Why adaptations are worth the effort: what research shows

Searching for compensations can feel like a heavy lift for a small structure. The scientific literature suggests the fear is overstated: a systematic review by Nevala, Pehkonen, Koskela, Ruusuvuori and Anttila, published in 2015 in the Journal of Occupational Rehabilitation (“Workplace Accommodation Among Persons with Disabilities: A Systematic Review of Its Effectiveness and Barriers or Facilitators”), shows that reasonable accommodations improve the employment and participation of people with disabilities, and that their cost is often low (see the study on Google Scholar). Transposed to training: most adaptations are organisational (pace, materials, instructions) rather than heavy investments — and these are precisely the kinds of solutions the RHF helps identify.

How to contact the RHF

The entry point is the regional delegation of the Agefiph in your region, which runs or coordinates the RHF locally. In practice:

1. Identify the RHF contact for your region through your regional Agefiph delegation, and add it to the partner list in your disability procedure;
2. Involve the scheme upstream of an entry into training as soon as a need is detected, or as soon as a difficulty appears mid-course — without waiting for the situation to degrade into a dropout;
3. Present the situation factually (expressed need, constraints of the pathway, adaptations already considered), with the consent of the learner concerned;
4. Keep a trace of the exchange: the request email, notes from the support received, decisions taken.

Since the exact arrangements can vary from one region to another, check with your regional Agefiph delegation for the precise channel.

What the RHF brings for Qualiopi

Indicator 26: a real network, not a decorative list

Indicator 26 expects three things: an identifiable disability officer, a welcome and adaptation procedure, and a network of partners you can mobilise. The RHF is the most natural partner on that list — but the auditor is not satisfied with a name on a document. What makes the difference is the evidence of mobilisation:

Evidence	What it demonstrates
Emails exchanged with the RHF	The request channel actually works
Support notes on an individual situation	The organisation can analyse and adapt, not just refer
Attendance certificates from workshops or webinars	The disability officer is professionalised
RHF tools embedded in your processes (questionnaire, sheets)	The support produced lasting effects in the structure

Even with no disabled learner enrolled to date, attending an RHF workshop and keeping the certificate proves that your organisational capacity exists — exactly what the indicator assesses.

Indicator 20 for CFAs

For apprenticeship centres, mobilising the RHF also feeds indicator 20, which covers the network mobilised for apprentices (integration, mobility, disability). Remember that for CFAs the disability officer has been a direct legal obligation since 2019 — and the RHF is its first operational support.

Good practice: make the partnership live before the audit

• Do not wait for the audit. An RHF request dated the week before the audit convinces nobody. Attend a workshop, make contact, adopt their tools now.
• Trace every request, even informal ones: a phone call with no written note does not exist for the auditor.
• Articulate the actors: the disability officer leads internally, the RHF supports analysis and professionalisation, Cap emploi and the MDPH (the French bodies for disabled people’s employment and rights) act on integration and individual entitlements. A “who does what” sheet in your procedure avoids confusion on audit day.
• Link the scheme to your pathway monitoring: an untreated adaptation need is a dropout factor; mobilising the RHF fits naturally into your dropout prevention system (indicator 12).
• Inform your learners: mention the disability officer and the adaptation options in your learner welcome booklet — it is the first link in the chain.

Take action

The RHF gives you the external support; you still need to structure the internal side: welcome procedure, request log, indicator 26 evidence. The Complete Kit Certif at €297 provides these ready-to-customise documents for all 32 indicators, the ebook Create Your Training Organisation in 30 Days at €67 lays the administrative foundations of your business, and the Kit + Ebook Pack at €347 combines both so you can aim for certification without improvising.