The many well-intentioned special regulations for severely disabled employees make it difficult to break down the prejudice that unfortunately still sometimes exists among employees and employers that "severely disabled equals poorly performing" and to encourage companies to hire more severely disabled people. Many protective regulations often have the opposite effect of inclusion, in that they even create new additional barriers to hiring. Decisive for more participation of severely disabled people in working life are above all professional help and support to overcome objective obstacles as well as successful examples of successful integration and inclusion. The professionals in the employment agencies and the rehabilitation providers, and not least the integration offices and integration services, are called upon to play a key role here. It would be counterproductive to continue to suggest that people with disabilities have a lower level of performance per se through new - albeit often well-intentioned - protective regulations or further overregulation in disability law.