BEFORE YOU REFER TO WORKABILITY SOLUTIONS

Have you considered reasonable adjustments?

  • Employers have a legal duty to make reasonable adjustments if they know, or could reasonably be expected to know that a person has a disability or impairment, e.g. change in behaviour, performance or attendance which a reasonable person would suspect means that they might have a substantial and long-term adverse effect on the individual’s ability to carry out all or part of their job.

Examples of adjustments include:

  • Changing the way things are done
  • Changing a physical feature, e.g. signs or lighting and ventilation
  • Providing extra aids, support or services
  • Changing the location of work

What if I feel it’s too expensive to implement the adjustments that I have considered?

  • Ask your staff to apply for specialist funding for special equipment, adaptations, support worker services or help getting to and from work related to their disability https://www.gov.uk/access-to-work

USEFUL INFORMATION FOR A REFERRAL TO WORKABILITY SOLUTIONS

USEFUL SELF-HELP RESOURCES FOR STAFF