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

• Tell us about the skills, education and training for the individual’s job role with https://www.onetonline.org/find/family
• Ask your employee to self-assess their level of functional difficulty with physical activities: https://www.orthotoolkit.com/quickdash/
• Staff self-assessment for COVID-19 age and risk rating: https://alama.org.uk/covid-19-medical-risk-assessment/. This must be done in conjunction with a workplace vulnerable worker risk reduction assessment that identifies the additional risk reduction measures that your managers can implement to ensure that their member of staff feels COVID secure at work.

USEFUL SELF-HELP RESOURCES FOR STAFF

• Staff mental wellbeing self-assessment https://www.nhs.uk/oneyou/every-mind-matters/your-mind-plan-quiz/