In order to give access to employment to a population of marginalized workers, the French law of February 11th, 2005 for the Equality of rights and opportunities, the participation and citizenship of disabled persons has strengthened the law of 1987 and increased the financial contributions of businesses with more than 20 employees not respecting the rate of 6%. This law underlines various rights, such as those of compensation and reasonable accommodation, and officially recognize the education of the French Sign Language practiced by deaf people. Although innovative, this legislative framework does not provide all the necessary resources; neither does it solve the inequalities and discriminations. From a working group with deaf employees and about a hundred discussions with other deafs workers, their colleagues, managers, Human Resources representatives, occupational physicians, Mission Insertion Handicap and trade unions, we will be outlining the doubts towards the professional relationships of these employees. We will highlight the difficulty to identify the interlocutors who could contribute to the improvement of their situations. Also, we will refer in particular to the initiatives provided as well as the avoidance on the part of trade unions, the search for interlocutors outside companies, and, in a general way, the reinterpretation of local responsibilities and referents in a systematic negotiation of the conditions of application of the law.