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  • Line managers toolkit - Managing staff with health conditions or disabilities

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Staff living with a health condition or disability may need adjustments to enable them to effectively perform their role at work.

The Equality Act 2010 enshrines this under the concept of making 'reasonable adjustments'

This includes making adjustments where necessary in the recruitment process, to ensure that disabled workers aren't discouraged or prevented from applying for a post, and throughout their employment.

Any adjustments you make for an individual should be periodically reviewed, to ensure that they remain appropriate.

This toolkit contains information on a number of conditions for which people may need adjustments to enable them to stay at work and perform their role effectively.

Back to Staying Safe and Well: Health and Wellbeing

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Health conditions and disabilities

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titleAutism Spectrum / Asperger's Syndrome

CAAR-UHSE-autism friendly employee recruitment.pdf

CAAR-UHSE-10 top tips for managing an autistic employee-v1.pdf

Fact-Sheet-Working-with-a-Person-with-Aspergers-Syndrome-Aug-11.pdf

National Autistic Society: Managing Change: Unexpected Changes

National Autistic Society blog: Managing anxiety in the Workplace

National Autisitc Society document: Managing Anxiety in the Workplace

Is your company autism friendly? Listen to an autistic person talking about helping autistic employees (MP3 file)

Five top tips for planning an autism-friendly Christmas party

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titleCancer

Macmillan Employers Toolkit

Macmillan-top-tips-managing-cancer-2017.pdf

Macmillan-Managing-cancer-workplace-2016.pdf

Macmillan: Good Communication

Macmillan-Learnzone Cancer and Work e-learning packages:

  • Cancer in the Workplace: managers
  • Cancer in the Workplace: Union Reps
  • Can we talk about work?
  • Working with cancer

Equality Act 2010 relating to diagnosis of cancer.pdf

Videos

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titleCystic Fibrosis

Cystic-fibrosis-in-HE.pdf

Prospective employees who have cystic fibrosis would normally declare it on an Occupational Health form at the start of their employment. If any adjustments are needed, the Occupational Health provider would advise.

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titleDiabetes

diabetes-guidance-risk-assessment-2013-v1.docx

Generic_Risk_Assessment_health-condition-diabetes-2013-v1.docx

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titleDyslexia

Dylexia is not always picked up during education as many people have developed a range of coping strategies that mask their dyslexia. Occasionally a problem surfaces only when an employee has unexpected or unexplained difficulties with some aspect of their work, for example short-term memory difficulties, organisational skills, or information processing difficulties.

GPs do not deal with dyslexia screening as they don’t have the funding to cover it, and it’s not available on the NHS. We recommend that any employee who thinks they may be dyslexic should initially do the British Dyslexia Association checklist which will flag up the likelihood that a person is dyslexic. This is a useful starting point for a more in-depth discussion with your department's HR Manager about what adjustments or assistance may be needed for the person. Access to Work may be able to provide assistance for employees with dyslexia.

Guidance: Making lectures and meetings more accessible

Some assistance with choosing Assistive Technology is available from Computing Services (use the HELP facility to access this).

Further information:  Dyslexia Action

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titleDyspraxia

Dyspraxia in adults

Dyspraxia in the workplace

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titleEpilepsy

TRAINING-Epilepsy-awareness-self-serve-v1c.pdf

epilepsyaction-take-epilepsy-action-a3poster.pdf

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titleMental Health

Mental Health toolkit

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titleStammering

Understanding stammering - a guide for employers (produced by Employers Network for Equality and Inclusion in association with Employers Stammering Network)

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Access to Work

Access to Work can provide grants to individuals that enable them to start work or to remain in work. The employee must make the application themselves. Your department's HR Business Partner can provide advice and support to you and the employee.

Access to Work fact sheet for employers

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Expectant and new mothers

Although not considered a health condition as such, expectant and new mothers are included here because of the need to ensure that any necessary adjustments to their role are made effectively.

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titleExpectant and new mothers

Health and Safety Executive advice on managing expectant and new mothers

Generic-Risk-Assessment-Expectant-Mothers-v1.doc

RA Expectant and nursing mothers ticklist-uob.docx

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