Recruiting and employing disabled staff


When an employee becomes disabled

There are sound business reasons for retaining an employee who becomes disabled. It is typically more cost-efficient to retain an employee who has become disabled rather than recruit and train a new person.

You may need to make adjustments to the premises and to the employee’s job description to enable them to continue in their job. These include:

  • offering them a phased return to work, part-time work or flexible working times
  • providing extra or more flexible rest breaks
  • considering homeworking to avoid the need for travel
  • allocating to other staff the tasks that the employee can no longer carry out
  • carrying out necessary adjustments to make your premises more accessible to them
  • offering them an alternative employment/position
  • providing practical aids and technical equipment that helps them in their job

The Access to Work scheme may be able to provide you with funding or help in organising aids and adjustments to your business premises. Read about the Access to Work scheme on the DirectGov website.

Talk to your local Disability Employment Adviser (DEA) for further advice on retaining an employee who becomes disabled. You can search for your local JobCentre Plus office on the DWP website.

It is important to understand the distinction between illness and disability. Illness can be defined as a short-term incapacity. The Disability Discrimination Act 1995 defines a disabled person as someone who has, or has had, a physical or mental impairment which has a substantial, long-term – 12 months or more – adverse effect on his or her ability to carry out normal day-to-day activities.

Business Advice – Recruiting & Employing Disabled Staff
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