Disability Guidelines
This page pulls together guidance for managers around the issues that may arise if they manage an employee or potential employee with a disability or impairment.
It is primarily the attitudes, behavour and environmental barriers that people face, which can disable, disadvantage, exclude and marginalise them in society, rather than any particular disability or condition.
The Equality Act (2010) states it is unlawful to treat a disabled job applicant or an employee less favourably because of their disability or a reason related to their disability. The employer also has a duty to make reasonable adjustments to prevent a disabled employee being placed at a substantial disadvantage by any physical feature of the premesis or by any provision, criteria or practice.
- What is a disability?
- Disability fact sheets
- What do I need to consider prior to appointment?
- What do I need to do if a prospective or existing employee declares an impairment or disability?
- What is a reasonable adjustment?
- Examples of reasonable adjustments
- Reasonable adjustment case studies
- Providing support for dyslexic employees
- Applying for Access to Work funding
- Resources available at the University
- What about awareness for the rest of the team?
- Reporting accessibility issues relating to the Univesity's Estate
