The ideal workplace should be a comfortable and inclusive environment for all, prioritising equal opportunities and employee happiness. Unfortunately there are many ways that discrimination can manifest, either explicitly or subtly. Individuals may be targeted for their race, age, sexuality or gender, and another of the most significant characteristics to be targeted is an individual’s disability. Whether a physical impairment, or a hidden disability which is not immediately visible, accommodating employees with disabilities is important. Feel discriminated against in the workplace? Swan Craig Solicitors can help you. With a team of experienced employment law specialists, we will guide you through legal advice claims, with services as varied as unfair dismissal assistance, to contract disputes.
Read on to discover some of the most significant ways in which you can accommodate a disabled employee.
Legally, Employers must make reasonable adjustments to make sure workers with disabilities or physical and mental health conditions are not disadvantaged at work. Reasonable adjustments may include making physical changes to the workplace, like installing a wheelchair ramp, or allowing employees who become disabled to make a phased return to work. Reasonable adjustments are situational, and should be considered throughout all stages of employment, from initial interviews to daily workplace activities.
Create An Inclusive Environment
Creating an inclusive environment for disabled employees does not need to be complicated, and the smallest of changes can make a world of difference. All staff can benefit from learning more about specific disabilities, disability etiquette, and disability inclusivity, and local organisations can often lead training. Could braille signs be produced? Or shelves lowered to accommodate wheelchair users? Simple considerations will build an inclusive environment.
Actively Avoid Discrimination
Workplace discrimination is worryingly common, and can result in breaches of employment law in some instances. Discrimintion may not be as outright as calling someone a hurtful name or refusing to listen to their accommodations, it can be as subtle as making assumptions about someone’s physical capabilities, or not inviting them to a workplace social event because of preconceived ideas.
A disabled employee is under no obligation to disclose confidential information, and it is important to note that different disabilities call for different levels of confidentiality. Mental health and intellectual disabilities may carry more stigma than physical and sensory disabilities, so respect the individual choices of your staff on this matter.
At Swan Craig Solicitors, we not only advise on the legalities, but also provide practical advice, helping you understand the intricacies of your legal situation and what options are available to you. Highlighting the risks and costs associated with legal claims, we minimise complex legal terminology, and as a regulated law firm with qualified solicitors, we have the knowledge, training and expertise to advise you. It also means we are authorised and insured to give you legal advice. Contact us today for information on employment law processes, including contractual problems and unfair dismissal.