The recent contentious debate around welfare was conducted with the aim of getting more people with disabilities back into the workforce.
Whereas some of those impacted by welfare cuts cannot work, some people with disabilities will now be searching for jobs and should be welcomed.
For employers, it can be a challenge to accommodate the needs of all employees, so we will look at the HR responsibilities that are present so that you can better support your team.
What support do workers with disabilities require?
Under the Equality Act 2010, you must not treat an individual less favourably because of a physical or mental impairment.
The only exception to this rule would be if the different treatment allowed the individual to better perform their work-related responsibilities.
As employees are under no obligation to divulge the nature of any disability to you, you should endeavour to create an inclusive environment that supports all workers.
Not all disabilities are visible, so you need to be proactive in your preparations for supporting your team.
You are not allowed to directly ask employees about their disability details, especially if those details do not pertain to the working conditions.
Failure to treat workers equitably may be considered a form of discrimination, as disability is a protected characteristic.
Keep in mind that some discrimination can be direct, where an employee is actively being prejudiced against because of their disability, or indirect, where you fail to provide an environment where people can succeed regardless of disability or ability.
How can I make reasonable adjustments?
Making your workplace as friendly as possible for a host of disabilities and conditions is the best way to avoid indirect discrimination.
You should consider fitting a disabled toilet or installing ramps or elevators as a standard part of your workplace environment.
Offering flexible or extended breaks for workers who are active as part of their job can also help accommodate those with a disability, while a reasonable modification working hours or duties should also be considered.
We believe that all workers deserve respect and should be allowed a fair opportunity to realise their full potential.
