Germany has a solid legislative framework to support the employment of people with disabilities:

• Quota system: Employers with 20 or more employees must ensure that 5% of their staff are severely disabled, with specific requirements for smaller companies. In establishments with fewer than 40 employees, the employer must employ at least one severely disabled employee (or equivalent). In establishments with between 40 and 60 employees, the employer must employ at least two severely disabled people.
• Financial compensation: Non-compliance with the quota system entails financial compensation payable to the administrative authority.
• Inclusion officers and representative bodies: Under the German Social Code, every employer who employs at least one severely disabled person is required to appoint an integration officer (Inklusions Beauftragter). Failure to appoint an integration officer can result in a fine of up to 10,000 euros. For large companies employing at least 5 disabled people, a representative body (Schwerbehindertenvertretung) must be elected on the initiative of at least 3 disabled people. This representative body operates in the same way as a works council, and must be consulted (in addition to the works council) prior to the dismissal of a disabled employee.
• Workplace adaptations and additional leave: Employers must adapt workplaces to the needs of disabled employees, who also benefit from additional leave and can claim exemption from overtime.