Disability and Employment Policy Summary

This page provides a summary of the Disability and Employment Policy. For full details, please refer to the complete policy on the Disability and Employment Policy page and the Disabled applicants and members of staff guidance.

What is this policy about?

The Disability and Employment Policy details the arrangements that apply for disabled people during recruitment and employment. 

Who is this policy for?

All University employees and workers 

Applicants for University jobs

What do I need to know?

Under the Equality Act, a person is disabled if they have a physical or mental impairment that has a substantial and long-term negative impact on their ability to carry out everyday activities.  This is the legal definition.  The Disability and Employment Policy provides guidance on how it applies in specific circumstances and to certain conditions.

Reasonable Adjustments

The University is committed to supporting disabled people by making reasonable adjustments, during the recruitment process and throughout employment. Adjustments are designed to remove or reduce barriers that may arise due to a disability. Making reasonable adjustments is a legal requirement and an important part of the University’s commitment to being an inclusive and supportive employer.

The Workplace Adjustments Plan supports the implementation of this Policy and focuses on identifying workplace needs and how these can be addressed.  It includes prompt questions to identify barriers to work and explore adjustments that could reduce or remove these barriers that can be reasonably put in place.   

Occupational Health

Your manager may refer you to occupational health for advice about the impact of your disability at work and for recommendations about reasonable adjustments.

Dignity at Work

It is not acceptable for you to be harassed because you are disabled, this may also be unlawful.  The Dignity at Work Policy provides information on what to do if this has happened.

Redeployment

If you are no longer able to undertake your role with reasonable adjustments in place it may be necessary to consider redeployment to another role that you are able to do.  The redeployment framework applies in this situation. 

Premature retirement and termination of employment

There are some situations where premature retirement on the grounds of incapacity or termination of employment may be considered.  These measures will only be considered when all other options have been exhausted. 

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