CHW104-Supporting Employees with Disabilities Policy

Registration Number: {{org_field_registration_no}}

Supporting Employees with Disabilities Policy

1. Purpose

The purpose of this policy is to ensure that all employees at {{org_field_name}} who have disabilities are fully supported, included, and given equal opportunities to thrive in the workplace. We are committed to creating an inclusive, accessible, and supportive working environment, in line with the Equality Act 2010 and Care Inspectorate Wales (CIW) regulations.

This policy aims to:

Ensure reasonable adjustments are made to support employees with disabilities.
Promote equality and inclusion in recruitment, career progression, and day-to-day work.
Prevent discrimination, harassment, and victimisation of employees with disabilities.
Provide clear guidance to managers on supporting employees effectively.
Maintain compliance with CIW standards and relevant UK legislation.

2. Scope

This policy applies to:

All employees, including full-time, part-time, agency, and voluntary staff.
Prospective employees during recruitment and hiring processes.
Managers and supervisors, ensuring they provide appropriate support.
HR and senior leadership, responsible for policy enforcement and compliance.

3. Related Policies

This policy aligns with:

Equality, Diversity, and Inclusion Policy (CHW30).
Staff Supervision, Training, and Development Policy (CHW27).
Health and Safety at Work Policy (CHW16).
Risk Management and Assessment Policy (CHW18).
Whistleblowing (Speaking Up) Policy (CHW29).

4. Legal and Regulatory Framework

Our care home follows UK legal obligations and CIW guidance to ensure compliance with:

The Equality Act 2010, which protects employees from discrimination based on disability.
The Health and Safety at Work Act 1974, ensuring safe working conditions for all employees.
The Disability Discrimination Act 1995 (where applicable in legacy cases).
The Social Services and Well-being (Wales) Act 2014, promoting equal opportunities.

5. Definition of Disability

Under the Equality Act 2010, a disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out day-to-day activities.

This includes, but is not limited to:

Physical disabilities (mobility impairments, visual/hearing impairments).
Neurodiversity (autism, ADHD, dyslexia, dyspraxia).
Chronic illnesses (multiple sclerosis, diabetes, epilepsy).
Mental health conditions (depression, anxiety, PTSD).

Employees with temporary impairments (e.g., recovery from surgery) will also be supported.

6. Recruitment and Selection

At {{org_field_name}}, we ensure fair and accessible recruitment processes:

6.1. Inclusive Job Advertising

All job adverts include a clear statement of our commitment to equality and disability inclusion.
Job descriptions focus on essential skills and responsibilities, avoiding unnecessary physical or cognitive demands.

6.2. Application and Interview Adjustments

We offer alternative application formats, such as large print, audio, or electronic versions.
Interviews are held in accessible locations and can be conducted remotely if needed.
Reasonable adjustments, such as extra time for written assessments, are provided upon request.

7. Reasonable Adjustments in the Workplace

We are legally required to make reasonable adjustments to remove barriers for disabled employees.

7.1. Workplace Adjustments

Examples of adjustments include:

Flexible working hours for employees with medical conditions.
Ergonomic equipment (e.g., height-adjustable desks, adapted keyboards).
Accessible toilets, ramps, and doorways for mobility-impaired employees.
Reduced noise levels or quiet spaces for neurodiverse employees.

7.2. Adjustments to Duties and Responsibilities

Reallocating certain tasks that may be difficult due to a disability.
Allowing extra breaks for employees managing fatigue or pain.
Providing assistive technology, such as screen readers or voice-to-text software.

7.3. Support for Employees with Mental Health Conditions

Access to Employee Assistance Programmes (EAPs) for counselling.
Regular well-being check-ins with managers.
Creating a mental health-friendly workplace, reducing stigma and offering training.

8. Training and Awareness for Staff

We ensure that all employees understand disability inclusion by providing:

Mandatory disability awareness training for all staff.
Manager training on providing reasonable adjustments.
Workshops on neurodiversity and supporting diverse needs in the workplace.
Guidance on how to challenge disability discrimination effectively.

9. Career Development and Progression

Employees with disabilities should have equal opportunities for career growth.

Promotion decisions must be based on skills and performance, not assumptions about disability.
Employees with disabilities are encouraged to participate in leadership training and career development programs.
Mentoring and coaching are offered to support career progression.

10. Handling Discrimination and Harassment

Discrimination, bullying, or harassment based on disability will not be tolerated.

10.1. Reporting Discrimination

Employees can report concerns confidentially to HR or the Registered Manager.
All complaints are investigated fully and promptly.
Support will be provided for victims of discrimination, including adjustments to their working environment if needed.

10.2. Disciplinary Actions

Any employee found to have discriminated against a colleague will face disciplinary action, up to and including dismissal.

11. Supporting Employees with Long-Term Health Conditions

We support employees with long-term illnesses or disabilities by:

Regular health reviews to assess how we can support them.
Return-to-work plans after long-term sick leave.
Occupational health assessments, where appropriate.
Providing phased return to work or alternative roles if needed.

12. Monitoring and Compliance

Annual workplace accessibility audits ensure our facilities remain inclusive.
HR will track adjustments made and assess their effectiveness.
CIW inspectors will review our disability inclusion policies and staff training records.
Feedback from employees will be gathered to improve disability support practices.

13. Policy Review

This policy will be reviewed annually or sooner if:

New legislation or CIW guidance is introduced.
Employees with disabilities request further adjustments.
Incidents highlight areas for improvement.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.