Employers’ frequently asked questions:
What financial aid can I access?
Access to Work can provide funding for necessary adjustments and equipment through Job Centre Plus. The Job Introduction Scheme accessed through Job Centre Plus provides a financial incentive when initially employing a person with a disability.
What if one of my employees becomes disabled?
Job retention of an individual who becomes disabled is financially beneficial. By retaining the employee, savings are made as new staff are not required, and costs for recruitment and subsequent training will be avoided. To retain existing staff a flexible working practice needs to be adopted; care must be taken, however, not to discriminate against this person. By using strategies such as a graded return to work (i.e. the person gradually increases their hours as their disability allows), flexible working hours and an adaptable job description you increase your chances of retaining a potentially very valuable staff member. In addition to the organisations specified on the page to which the above link points, many of the organisations sited on these pages can also provide expert assistance in the area of employee retention.
What does the law say about employing people with a disability?
The Disability Discrimination Act 1995 states that people with a disability have a right to fair treatment relating to employment. Employers act unlawfully if they discriminate against current or prospective employees because of their disability.
What is the definition of disability?
A comprehensive definition of the term is given here.
How can I encourage people with a disability to apply for vacancies?
By adhering to the commitments attributed to the nationally recognised two-tick symbol and ensuring that advertisements and application forms are fully accessible to all and also by sharing your vacancies with the organisations in Buckinghamshire, which work to support people with disabilities into work (see the Local Services and Support, and the Employers’ employee Retention pages).
How can I support an employee with a disability?
By simply listening to and consulting with the employee and relevant supporting organisations, you can ensure appropriate systems are in place.
Who can help me if things are not working out?
How can I make my recruitment process fairer to people with disabilities?
By developing a thorough equality and diversity policy you can ensure your processes do not discriminate. See the Recruitment page for more information.