automatically considering them for early medical retirement. If the impact of a impairment is becoming more severe for them but this is person’s not impacting on their ability to do their job then this should not be part of a decision about whether they continue to work for you. However, if an impairment is making it harder for a disabled person to do their job, then the first step you must take is to consider what reasonable adjustments could be put in place to keep them at work. If you do not look at reasonable adjustments, then requiring someone to stop working for you may be unlawful disability discrimination. Reasonable adjustments to consider Reasonable adjustments will vary according to the situation and the person’s particular needs. However, things to consider could include: A phased return to work if someone has been off for a long while. Part-time or flexible hours if someone is finding full-time working difficult. Changes to premises, such as installing a ramp, improving signs, or moving desk nearer essential office equipment. someone’s Provision of additional equipment, such as specific computer software or hardware if this is relevant to their job. Additional support (for example, a part-time reader for someone who has a visual impairment to help manage the volume of written information which they have to get through). Reassigning some elements of their job to another member of staff or transferring them to another role in your organisation. You can read more about making reasonable adjustments to remove barriers for disabled people in , including how to work out what is reasonable and how the government-run Access to Work scheme may be able to help. Taking advice In appropriate cases, as well as discussing it with the worker themselves, you may wish to consider seeking expert advice on the extent of capabilities and someone’s on what might be done to change premises or working arrangements. There are organisations that specialise in working with employers and their staff to help retain disabled workers through working out what adjustments could be made and whether they are reasonable. Further details about these organisations are given in Part 5 of
automatically considering them for early medical retirement. If the impact of a person’s impairment is becoming more severe for them but this is not impacting on their ability to do their job then this should not be part of a decision about whether they continue to work for you. However, if an impairment is making it harder for a disabled person to do their job, then the first step you must take is to consider what reasonable adjustments could be put in place to keep them at work. If you do not look at reasonable adjustments, then requiring someone to stop working for you may be unlawful disability discrimination. Reasonable adjustments to consider Reasonable adjustments will vary according to the situation and the person’s particular needs. However, things to consider could include: A phased return to work if someone has been off for a long while. Part-time or flexible hours if someone is finding full-time working difficult. Changes to premises, such as installing a ramp, improving signs, or moving someone’s desk nearer essential office equipment. Provision of additional equipment, such as specific computer software or hardware if this is relevant to their job. Additional support (for example, a part-time reader for someone who has a visual impairment to help manage the volume of written information which they have to get through). Reassigning some elements of their job to another member of staff or transferring them to another role in your organisation. You can read more about making reasonable adjustments to remove barriers for disabled people in , including how to work out what is reasonable and how the government-run Access to Work scheme may be able to help. Taking advice In appropriate cases, as well as discussing it with the worker themselves, you may wish to consider seeking expert advice on the extent of someone’s capabilities and on what might be done to change premises or working arrangements. There are organisations that specialise in working with employers and their staff to help retain disabled workers through working out what adjustments could be made and whether they are reasonable. Further details about these organisations are given in Part 5 of
what_equality_law_means_for_you_as_an_employer_-_dismissal_and_redundancy.docx