Enabling the ‘disabled’ to work

The spectre of claims under anti-discrimination legislation (and the related media) appears to drive nervousness in some businesses. This is especially the case when dealing with longer term ill or injured employees. In this blog we make two suggestions about how to handle this issue in the context of non-work related illness and injury:

• Be open and transparent with employees when determining what their illness or injury means for their ability to work, and
• In deciding whether a business is required to make ‘reasonable adjustments’ in the workplace to enable a disabled worked to continue working, the inherent requirements of the role must be able to be identified with ease and precision.

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