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Large companies are confronted with the problem of job retention for employees with psychic handicap in their workplace. They observe their lack of means and knowledge to accompany these people who are fragile in their workplace and whose relationship to employment changes throughout their career. This situation is exacerbated by the confusion surrounding psychic handicap. The history of its recognition is singular. As they are difficult to define, cannot always be observed objectively by doctors, and are the object of political and social issues, psychic handicap are becoming an emergent question for organisations and pose the question of their recognition which cannot be limited to a questioning centred upon the person but must lead to a reflection on the company as a whole beginning with analytical frameworks of organisations’ sociology. How can the company as an organisation generate conditions favourable to the recognition of psychic handicap and the accompaniment of these people?