What help is there for employers of disabled people?

The Disability Employment Adviser at your local Jobcentre can offer you the following support:

  • help with making sure your application process is accessible
  • help with suggesting reasonable adjustments
  • advising on best practice for encouraging disabled applicants. 

One way of encouraging more disabled applicants is by using the Two Ticks symbol as part of your advert. To use this you must follow 5 specific criteria set by Jobcentre Plus and be given permission. Contact Jobcentre Plus to find out more about being awarded the disability symbol.  

The gov.uk website has a good guide to employing disabled people, which includes a list of external organisations which can provide additional information and advice.

What help is there if one of my employees becomes disabled?

If you want some advice before you start following your internal procedures or if there is nothing in place, then you can get advice from organisations like The Advisory, Conciliation and Arbitration Service (ACAS) or Equality and Human Rights Commission (EHRC). 

Support to retain a disabled member of staff is also available through the Disability Employment Adviser within Jobcentre Plus. They may also be able to offer additional support so it’s worth contacting Jobcentre Plus for further details or to book an appointment.

Additionally if the employee requires reasonable adjustments you may be able to get help from the Access to Work programme.

Do I have legal responsibilities to disabled staff members?

You must make sure disabled employees are not put at a substantial disadvantage compared to non-disabled employees, unless doing so would be disproportionate. 

This duty covers recruitment as well as your existing employees. For more about the law in this area, see the Equality and Human Rights Commission's guidance for employers on the Equality Act 2010.

If you do not make or consider making reasonable adjustments for a disabled staff member the Equality Act 2010 classes that as discrimination. If a successful claim was taken to the Employment Tribunal, your organisation could become liable to pay damages.

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