Equality Act 2010 – Disability

At the return to work catch-ups / interviews, the director(s) will explore the reasons for the absence and will identify any underlying issues you may have. If you have an underlying health problem, then we will contact your GP or Occupational Health in the first instance to gain advice on how we can assist you with your illness and if there are any actions we should be taking. 

If, following medical advice, it is established that you are disabled within the meaning of the Equality Act 2010, we will be obliged to consider in consultation with you whether any reasonable adjustment can be made to Company premises or working arrangements to help reduce the absences/facilitate a return to work.

The Equality Act means that employers have to make ‘reasonable adjustments’ for disabled employees for their return to work. This absence management process will allow disabled employees to be identified and allow adjustments to be made, ensuring we are complying with legal requirements. 

The Equality Act defines a disabled person as someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities. The fact that a person is disabled within the meaning of other legislation (e.g., for the purpose of disability living allowance) does not mean that they come within the definition of disability within the meaning of the Equality Act.