The measures follow a formal government order issued in November 2025, which extended the terms of an industry-wide agreement originally negotiated earlier in the year to all hospitality employers. In practical terms, this means that commitments previously agreed between employer and employee representatives now carry the full force of law.
For readers less familiar with the French system, collective agreements play a central role in shaping employment standards. When the French government “extends” an agreement, it applies not only to the organisations involved in negotiations, but to every business operating within that sector. In this case, the hospitality and catering industry (known in France as the HCR sector) is now subject to uniform, enforceable rules relating to the employment and retention of people living with disabilities.
The agreement, finalised in November 2025, focuses on employment continuity, inclusive workplace practices, and measures designed to enable disabled employees to remain in work and progress within hospitality businesses. By formally extending it, the government has removed any opt-out routes based on company size, brand affiliation, or membership of trade bodies.
Crucially, the order is anchored in the French Labour Code, making compliance a legal obligation rather than a voluntary commitment. Hospitality employers must now review and update their human resources policies, including recruitment processes, internal management practices, and workplace adjustments, to ensure alignment with the new requirements.
The change reflects a broader direction of travel within French labour law, where inclusion and equitable opportunity are increasingly embedded into enforceable regulation. For hospitality leaders and HR teams, this means accessibility can no longer sit at the margins of policy or be addressed on an ad hoc basis. It must be actively integrated into workforce planning and operational decision-making.
France has increasingly used this combination of social dialogue and government enforcement to drive structural change across industries. The extension of the HCR agreement demonstrates how national policy can translate principles of inclusion into consistent, sector-wide action.
For international hotel operators and hospitality professionals, the implications extend well beyond legal compliance within France. The message is clear: disability inclusion is now a defined employment standard. However, the opportunity lies in how global hospitality groups respond. International operators with a presence in France can now use these requirements as a foundation to develop stronger, more inclusive employment models, setting internal benchmarks that influence operations across other markets.
Rather than viewing the changes solely through a regulatory lens, global brands have the chance to position their French operations as centres of best practice, demonstrating leadership in accessible employment and sending a clear signal to employees, guests, and partners alike. In doing so, France’s regulatory shift may prove not just a national milestone, but a catalyst for wider industry transformation driven by those prepared to lead.
For operators competing for talent in tight labour markets, the clarity of France’s approach may also sharpen the commercial case for inclusive employment, strengthening retention, resilience, and workforce stability.
