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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Supporting Employees with Disabilities Policy

1. Purpose

At {{org_field_name}}, we are committed to promoting an inclusive, supportive, and accessible working environment for employees with disabilities. This policy ensures that our organisation complies with CQC regulations, the Equality Act 2010, the Health and Safety at Work Act 1974, and the Employment Rights Act 1996, supporting employees with disabilities by implementing reasonable adjustments, workplace accessibility, and equal opportunities.

This policy outlines how we provide practical support, reasonable accommodations, and fair treatment to ensure all employees can perform their roles effectively and safely while promoting a culture of diversity, inclusion, and non-discrimination.

2. Scope

This policy applies to all employees, job applicants, agency staff, contractors, and volunteers working within our Supported Living service. It covers:

• Recruitment and onboarding support for employees with disabilities
• Workplace accessibility and reasonable adjustments
• Training, development, and career progression
• Health, safety, and well-being support
• Reporting concerns, discrimination, or harassment
• Legal and regulatory compliance

3. Related Policies

• SL07 – Recruitment and Selection Policy
• SL12 – Safe Care and Treatment Policy
• SL34 – Confidentiality and Data Protection (GDPR) Policy
• SL08 – Dignity and Respect Policy
• SL17 – Good Governance Policy
• SL21 – Workplace Health and Well-being Policy
• SL13 – Safeguarding Adults from Abuse and Improper Treatment Policy

4. Legal and Regulatory Compliance

Our approach to supporting employees with disabilities aligns with:

• The Equality Act 2010 – Protecting employees from discrimination and requiring reasonable adjustments.
• CQC Regulation 13: Safeguarding Service Users from Abuse and Improper Treatment – Ensuring employees are not subjected to unfair treatment.
• The Health and Safety at Work Act 1974 – Ensuring a safe working environment for employees with disabilities.
• The Employment Rights Act 1996 – Protecting employees from unfair dismissal and ensuring fair treatment.
• The Disability Confident Employer Scheme – Encouraging inclusive hiring and workplace practices.

5. Supporting Employees with Disabilities

5.1 Recruitment and Onboarding

• Our recruitment process is inclusive and accessible, ensuring that candidates with disabilities have equal opportunities.
• We will provide alternative application formats (e.g., large print, Braille, or digital applications) when required.
• Candidates with disabilities will be encouraged to disclose their needs so reasonable adjustments can be made during interviews and assessments.
• Successful candidates will have a tailored induction programme to ensure they receive the necessary support to integrate into their role.

5.2 Workplace Accessibility and Reasonable Adjustments

• Reasonable adjustments will be made to ensure employees with disabilities can perform their duties safely and effectively. Adjustments may include:
  • Physical adaptations (e.g., ramps, accessible toilets, adjustable desks, ergonomic chairs).
  • Assistive technology (e.g., screen readers, speech-to-text software, adapted keyboards).
  • Flexible working arrangements (e.g., remote work, modified hours, reduced workload where applicable).
  • Additional support during meetings or training sessions (e.g., sign language interpreters, captioning, accessible materials).
• All requests for reasonable adjustments will be considered on a case-by-case basis in consultation with the employee.

5.3 Training, Development, and Career Progression

• Employees with disabilities will have equal access to training, promotions, and career progression opportunities.
• Bespoke training programmes will be provided where necessary to support employees in developing skills tailored to their abilities and needs.
• Mentoring and support networks will be offered to employees with disabilities to foster career growth.
• Managers will receive disability awareness training to ensure they provide appropriate support and understand best practices.

5.4 Health, Safety, and Well-being Support

• Risk assessments will be conducted for employees with disabilities to identify and mitigate workplace hazards.
• Occupational health referrals will be arranged where needed to assess individual needs and implement necessary workplace adjustments.
• Employees with disabilities will be offered mental health support through internal or external counselling services.
• We will ensure compliance with health and safety regulations to maintain a workplace that is safe, accessible, and inclusive.

6. Reporting Concerns, Discrimination, or Harassment

6.1 Zero-Tolerance for Discrimination

• Discrimination, bullying, or harassment of employees with disabilities is strictly prohibited and will be addressed under our Equality and Diversity Policy.
• Employees who feel they have been subjected to discrimination are encouraged to report incidents confidentially.
• All complaints will be thoroughly investigated and appropriate action will be taken.

6.2 Whistleblowing and Support

• Employees can report concerns anonymously through our Whistleblowing Procedure.
• The Registered Manager  will provide support to employees who raise concerns.

6.3 Safeguarding Responsibilities

• Staff must report any concerns regarding the well-being or unfair treatment of employees with disabilities to {{org_field_safeguarding_lead_name}} ({{org_field_safeguarding_lead_role}}, {{org_field_safeguarding_lead_phone}}, {{org_field_safeguarding_lead_email}}).

7. Record-Keeping and Confidentiality

• All disability-related information, adjustments, and accommodations will be handled with confidentiality in compliance with GDPR and SL34 – Data Protection Policy.
• Records of reasonable adjustments and occupational health assessments will be securely stored and accessible only to authorised personnel.

8. Monitoring and Continuous Improvement

• Annual workplace accessibility audits will be conducted to identify areas for improvement.
• Employee feedback surveys will be used to assess satisfaction with disability support measures.
• Training and policy reviews will be updated in line with legislation, best practices, and employee needs.

9. Policy Review

This policy will be reviewed annually or sooner if required due to:

• Changes in equality or disability legislation.
• Feedback from employees, or regulatory bodies.
• Updates in best practices for supporting employees with disabilities.

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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.