The duty to make reasonable adjustments for disabled workers requires employers to consider what is "reasonable". But how can employers make sure they stay on the right side of this requirement? We round up five examples where the courts and tribunals found that the duty was triggered.
The Government consults on wide-ranging proposals intended to improve job opportunities and retention for those with long-term health conditions and disabilities and promote healthier workplaces.
The consultation will seek views on reforming sick pay, fit notes, and the Work Capability Assessment. It will also examine proposals including the introduction of a group committed to increasing employer engagement around disabled employment, and large-scale trials targeted at supporting disabled people and those with long-term health conditions back into work.
The Government has announced plans to overhaul the GP fit note and statutory sick pay, as well as reform the way that disabled people on sick leave are assessed for fitness for work.
Under the Equality Act 2010, employers are prevented from asking potential recruits questions about their health before a job offer is made, with some exceptions. This means that employers need to be careful about the questions they ask during the recruitment process in order to avoid liability for disability discrimination. Employment lawyer Kate Barker looks at what this means for employers in practice.
The Government consults on the reform of disability employment programmes to help meet the needs and aspirations of disabled people.
HR and legal information and guidance relating to the recruitment and retention of disabled workers.