Employer funding for accommodating disabled workers
They offer a range of specialist support to employers, to help them recruit and retain disabled talent, creating a more diverse workforce.
The list of Work Choice providers below can help employers.
This means ensuring disabled people can overcome any substantial disadvantages they may have doing their jobs and progressing in work (Equality Act 2010).
An individual can take you to an employment tribunal if they think you have not made reasonable adjustments.
Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.
This publication is available at https://uk/government/publications/employing-disabled-people-and-people-with-health-conditions/employing-disabled-people-and-people-with-health-conditions It has links to other resources to enable employers to become more confident when attracting, recruiting and retaining disabled people.
A disabled person is defined as someone with a physical or mental impairment that has a ‘substantial’ and ‘long-term’ effect on their ability to do normal daily activities (Equality Act 2010).
Nearly 7 million people of working age in the UK are disabled or have a health condition.
By not retaining older workers you can face a loss of output and extra recruitment costs.
If you’re a business with 25 or fewer employees, you can get extra support through Jobcentre Plus to help you recruit and retain staff with a disability or health condition.
This support includes: Contact Jobcentre Plus to speak to a Small Employer Adviser.
If you don’t, they could take you to an employment tribunal.
You must not discriminate against disabled people at any stage of the recruitment process.
It is against the law to treat someone less favourably than someone else because of a personal characteristic, such as being disabled. Discrimination does not have to be direct to be illegal.