The Government has published practical guidance for employers and  managers to help with the recruitment, management and development of people with a disability or health condition.

The guidance covers the role of the line manager in considering  workplace adjustments, appropriate language and addresses behaviour and sickness absence. In collaboration with the Chartered Institute of Personnel and Development, the guidance is a part of the “Disability Confident scheme” and should assist employers identify the benefits from the opportunities provided by employing people with disabilities or health conditions.

What is a disability?

Someone doesn’t need to be registered disabled to qualify for protection. In the Equality Act a disability means a physical or mental condition which has a substantial and long-term impact on their ability to do normal day to day activities. If they have cancer, multiple sclerosis, HIV infection, or a visual impairment, they are automatically protected by the Act, as soon as a diagnosis is given. There is no need to show that the condition affects their ability to carry out normal day-to-day activities.

The guidance helps managers:

  • Attract suitable candidates to their organisation
  • Be confident managing and supporting employees with disabilities and health conditions from recruitment and induction through to training, development and career progression
  • Understand, identify and reduce barriers that might prevent employees with disabilities or health conditions from reaching their full potential
  • Identify effective workplace changes or adjustments to help those with disabilities or health conditions reach their full potential and be successful in their roles
  • Ensure that there is fair treatment for colleagues and cultivate an inclusive working environment

What is disability discrimination?

1-in5 with cancer discriminated against at work

Disability and cancer

Pay gap highest since 2013

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