Employment of disabled people

Employment of disabled people

Employment of disabled people

Employment of disabled people

The Code of Practice on the employment of disabled people (which can be used in evidence in employment tribunal cases) also indicates that employers should spend as much on retaining a member of staff who becomes disabled as they would on recruiting a replacement.

If an employee believes they have been discriminated against they may be able to bring forward action via an employment tribunal. There is no upper ceiling on compensation in discrimination cases. Consequently employers need to be able to show that they have explored all the potential options around the DDA and that the steps they have taken are reasonable.

Making reasonable adjustments can help employers to prevent sickness absence in the first place, as well as enabling employees to carry out their jobs more effectively, for example adapted keyboards and voice-recognition software may help to prevent, or limit Repetitive Strain Injury (RSI). To find out more about preventing sickness absence see ‘Reducing costs from absence section. Learning disabilities are really helpful regarding disabilities and ways in which you could recieve help.

 

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