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Germany has done much the same as other developed countries by setting up a social protection system aimed at helping disabled people to integrate into workplaces. The 2002 law on equality of disabled people (inspired by the United Nations Convention on the Rights of Persons with Disabilities) must play a part in helping them to live independently. For companies with 20 employees and over, this law introduces a quota whereby at least 5 % of their personnel must be disabled workers, or the government requires them to pay a levy in its place. Along with this employment obligation, which concerns private and public companies alike, comes a certain number of material and legal constraints such as recruitment pressure, organising workplace accessibility and adapting the workstation, and greater protection against redundancy. The German State is undertaking a partial rebalancing between companies that recruit disabled workers and those that get out of this obligation by paying back the sums collected in the form of fines to the former. The Länder integration departments, which also offer advice to companies, thus subsidise not only the costs of equipment adaptations, but also some staff costs. Since the number of disabled people fit for work looks set to rise in the future, the departments in charge of their integration are anxious about their funding sources, believing that social protection of disabled workers borne solely by companies risks being insufficient and will perhaps require additional assistance from taxation.