Disability confident


Examples of workplace adjustments an employer may implement to enable disabled employees remain in work.

Author: Katie Fitzjohn
Reading time: 1 minute

This article is 4 years old.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

As part of the Disability Confident campaign, the Department for Work and Pensions recently published a practical guide for line managers on recruiting, managing and developing people with a disability or health condition.

Although use of the guidance is voluntary, it is a valuable tool for line managers or other employers who seek to improve their knowledge and confidence when attracting, recruiting and managing those with a disability or long-term sickness. The guidance details the legal responsibilities of an employer and provides examples of workplace adjustments an employer may implement to enable disabled employees remain in work and carry out their job effectively.

To access the guidance see the link below:
GOV.UK: Disability Confident and CIPD: guide for line managers on employing people with a disability or health condition, 21 November 2018.

Katie Fitzjohn

Legal Advisor

Read more by this author

Getting in touch

You can contact us via the form or you can call us on 01480 455500.