Working with a disability or health condition

The Equality Act 2010 requires employers to ensure equal access is available for those with a disability or a long term health condition.

This may include reasonable adjustments to ensure the employee is not disadvantaged as a result of their condition. Reasonable adjustments should begin at the recruitment process, when you invite applicants to an interview, check whether they need any adjustments to enable them to attend.

Once the recruitment process is completed, the need for any adjustments can apply during any work trial and through employment. Adjustments are not only required for equality reasons but are necessary to keep the individual safe at work. If protective clothing is applicable, this may need to be altered or access to the premises improved to allow safe access in and out of the premises. There may be adjustments which are not tangible, such as changing work hours, additional training or increased period of supervision.

Financial support can be obtained for some of the adjustments via the government’s Access to Work scheme
The employee can potentially receive funding towards specialist equipment, premises alterations, assistance with traveling to and from work and some personal support. This is applicable at the start of a job or during.

Although it may be beneficial to read up on a particular health condition however do not make assumptions regarding adjustments needed. It is always best to talk to the employee to find out the specific problems they anticipate or are experiencing and ask them to identify what changes they believe are needed.

Lawgistics Members can utilise HR Manager, an easy to understand, simple to use piece of software that enables you to manage all aspects of HR, Employment Law, Health and Safety and GDPR compliance for your business. HR Manager is FREE and available to all Lawgistics members. Call 01480 455500 to start using HR Manager today.


Authors: Roxanne Bradley

Published: 01 May 2019


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