Free resources.

Acquired brain injury (ABI) is the result of damage to the brain. It can be caused by a traumatic event, such as a car crash or surgery, or illness such as a stroke or brain tumour. These can affect people in different ways and result in differing types of impairment.

Every 90 seconds in the UK there is one admission to hospital for brain injury.

How does acquired brain injury affect people?

The impact of a brain injury can be temporary or permanent, and can affect people physically and/or emotionally. It can also affect their behaviour and ability to carry out tasks and process information. People with a brain injury may experience tiredness or lack stamina, and might also find it difficult to concentrate.

Recruiting people with an acquired brain injury?

When recruiting and someone declares that they have a brain injury, consider:

• Allowing additional time at interview and take a more structured approach, rather than just general conversation
• Asking to see any assessment reports they may have had. These outline what the person is able to do with reasonable adjustments. If they don’t have an assessment one can be requested via their disability employment advisor at Jobcentre Plus
• Giving the person a work trial before making any offer of employment to make sure that you are both happy and identify any reasonable adjustments that are needed
• Engaging a specialist employment advisor to help you both through the recruitment process.

Supporting staff who have an acquired brain injury?

Some simple adjustments and actions could help your staff with brain injury.

• Consider flexible working arrangements to enable your employees to manage their condition
• Undertake a risk assessment to see if there are any other associated conditions or issues, such as side effects from medication, that you need to take into account
• Make instructions and manuals accessible, consider using pictures as well as plain English text
• Think about using a workplace buddy system to provide ongoing personal support.

Useful information about acquired brain injury

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Headway is the UK-wide charity that works to improve life after brain injury with more than 100 groups and branches across the UK.

Headway

Anxiety covers a range of phobias and disorders. Anxiety and stress are things that most people experience but for some coping with anxiety and stress can become difficult.

Types of anxiety disorders

There are lots of types of anxiety disorder. Some of the most common ones are:

• Phobias e.g. social phobias, agoraphobia
• Generalised Anxiety Disorder (GAD)
• Obsessive-Compulsive Disorder (OCD)
• Post Traumatic Stress Disorder
• Health anxiety (Hypochondriasis).

How do anxiety disorders affect people?

Anxiety disorders affect people both physically and psychologically, including:

• Heart palpitations
• Tense muscles
• Sweating
• Dizziness or fainting
• Difficulty sleeping
• Stomach problems
• Irritability
• Difficulty concentrating
• Feelings of dread.

Recruiting people with anxiety disorders

You can help people with an anxiety disorder through your recruitment process:

• Make the recruitment process clear to avoid uncertainty
• If someone declares that they have an anxiety disorder ask them how you might support them
• Allow breaks during interviews and tests, particularly if they are showing signs of stress
• Consider allowing someone to accompany the applicant to the interview
• Think about a ‘working interview’ to enable the individual to demonstrate their skills and abilities on the job.

Supporting staff who have anxiety disorders

People with anxiety disorders often feel misunderstood. Try to find out how their condition affects them. You could:

• Appoint a workplace buddy or mentor
• Talk to the individual to see how they would like to be supported and what triggers their disorder
• Identify any workplace triggers and see what can be done to allow the individual to avoid these
• Have regular review meetings.

Useful information about anxiety disorders

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Mind are a mental health charity working to make sure everyone experiencing a mental health problem gets both support and respect.

Mind

Autism Spectrum Condition (ASC) is a spectrum of lifelong developmental disabilities that affects around 700,000 people in the UK – that’s more than one in every 100 people.

Some people prefer to use the term Autism. It affects how a person communicates with, and relates to other people. All people with ASC share some challenges – such as understanding and processing language – but characteristics of ASC will vary from one person to another.

How does ASC affect people?

The three main areas where people may experience difficulties are: social interaction, imagination or rigidity of thinking.

They may also experience over or under-sensitivity to sounds, touch, tastes, smells, light or colour. People with ASC are often very reliable and honest and have a very good attention to detail.

Recruiting people with ASC

If an individual declares that they have ASC there are ways you can support them in the recruitment process:

• Make sure that the recruitment process is clear and the candidate knows where and when they need to come for the interview
• Consider a ‘working interview’ so that you can see how they perform in the workplace
• Be clear and use plain English. People with ASC will probably not understand ambiguous phrases
• Allow time to draw out hidden skills and abilities.

Supporting staff who have ASC

People with ASC make great employees. You can help them to stay with you by:

• Being clear about what is expected from them
• Watching out for bullying. Think about getting someone to be their workplace mentor
• Considering changes to the role to play to their strengths
• If changes need to be made make sure that they understand what the changes will mean to them
• Put in place training and job coaching to make sure that they understand requirements and continue to develop.

Useful information about ASC

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

The National Autistic Society (NAS) are the leading UK charity for people with autism (including Asperger syndrome) and their families. They provide information, support and pioneering services, and campaign for a better world for people with autism.

National Autistic Society

Bipolar disorder is a mental health condition which can affect a person’s ability to experience a normal range of mood. It is characterised by mood swings between mania (highs) and depression (lows).

These mood swings can last for hours, days, weeks or months. On average, it takes 9 years for someone with bipolar to be correctly diagnosed.

How does bipolar affect people?

It depends on the person how severely their bipolar affects them. In most cases, with medical and non-medical treatment, people are fine. However, when they are experiencing a low or high they might:

• Lose their inhibitions
• Be hyperactive
• Have disrupted sleep patterns
• Have low self esteem and confidence not be able to concentrate

Recruiting people with bipolar

• Understand that bipolar is a fluctuating condition. The way someone presents at interview might not be how they are in the workplace
• Discuss with them before interview what support they might require during the recruitment process
• If you offer them a job, carry out a risk assessment to consider the impact of highs and lows on their role.

Supporting staff who have bipolar

Flexible working and reasonable time off to attend support services are simple ways to help people with bipolar to remain in work:

• Boost confidence and self esteem by telling employees when they are doing things well
• Work with individuals to identify any workplace triggers and seeing how they can be minimised or avoided
• Consider asking another trusted employee to act as a ‘buddy’ or mentor to support the person with bipolar.

Useful information about bipolar

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Bipolar UK is the national charity dedicated to supporting individuals with the much misunderstood and devastating condition of bipolar, their families and carers.

Bipolar UK

Depression is a common condition. One in five people experience depression at some point in their lives. Most of us have or felt low but a diagnosis of depression is when we experience intense low mood which persists over weeks or
months.

Some people may become depressed just once and recover quickly, for others it can last much longer, recur and require treatment. Many people try to ‘get on with it’ and it is only when their condition worsens that they are treated. However, most people with depression that is managed can work effectively.

How does depression affect people?

Depression will affect everyone differently but there are some common traits, which include:

• Feeling useless, worthless and miserable
• Expecting the worst
• Poor motivation and lack of interest in work and life
• Difficulty in concentrating
• Tiredness
• Withdrawal from social activities
• Change in appetite and weight
• The need for reassurance
• In the most extreme cases thought of self harm or suicide.

Recruiting people who are depressed

If the individual has declared their condition be prepared to discuss what support their need during the recruitment process:

• Understand that the condition fluctuates
• Consider working with a specialist advisor who can help you both through the process.

Supporting staff who are depressed

As depression is quite common it is likely that at some point one of your employees will be depressed. You can support them by:

• Offering flexible working so that they can work from home, or come into work later, or finish work earlier
• Allow time off for other services, such as counselling
• Set clear and achievable goals
• Talk to them about the effects of medication and take action if necessary to avoid workplace risk
• Consider a phased return to work if the employee has been off sick
• Have regular meetings to see how they are coping.

Useful information about depression

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Rethink believe a better life is possible for millions of people affected by mental illness.

Rethink

Diabetes is a condition where a person is not able to naturally control the level of glucose in their blood as their body cannot effectively make or absorb insulin.

What is diabetes?

There are two types of diabetes – Type 1 and Type 2:

• Type 1 diabetes develops when the body is unable to produce any insulin and symptoms often develop over a short period of time
• Type 2 diabetes develops when the body cannot make enough insulin or when the insulin produced doesn’t work properly. The onset of Type 2 diabetes is slower and the symptoms more subtle.

Impact of diabetes

Symptoms of diabetes may include:

• Excessive thirst with the need to urinate regularly
• Tiring easily
• Needing to eat at regular times to maintain blood sugar levels
• May experience ‘hypos’ which can cause hunger, sweating, dizziness, difficulty with concentration, trembling and mood changes.

Recruiting people with diabetes

If the recruitment process involves a longer interview or assessment centres, allow regular time for meals and medication.

• Be prepared to offer materials in alternative formats
• Although few adjustments are required for diabetics, night working may be problematic, but can easily be overcome with support and adjustments
• Once a job offer is made, carry out a risk assessment before they start in their role.

Supporting staff who have diabetes

You can support your staff by:

• Allowing regular meals or medication to be built into working patterns
• Having a first aider who is trained in supporting people with diabetes
• Providing access to a clean room to check blood sugar levels and sharps disposal
• Understanding how stable their condition is and how well they manage it
• Providing aids and adaptations if required, such as text enhancing software for visual impairments
• Contacting Access to Work for support with travel to work if they have lost their driving licence due to diabetes.

Useful information about diabetes

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Diabetes UK – working for everyone affected by diabetes.

Diabetes UK

Dyslexia affects reading and writing skills. Some people describe dyslexia as a specific learning difficulty. However, the preferred term is a neurodiverse condition. This recognises the value of thinking differently, as well as the challenges.

Whilst there may be difficulties with language and organisation, there can be excellent visual, creative and problem solving skills. It is often under diagnosed. Some famous people with dyslexia include Albert Einstein, Alexander Graham Bell, Wolfgang Amadeus Mozart and John Lennon.

What is dyslexia?

Dyslexia is a learning difficulty and with the right adjustments its effects can be minimised. It is not related to intellect and should not be connected to intellectual capacity in any way.

Impact of dyslexia

Symptoms of dyslexia may include:

• Literacy and/or numeracy difficulties
• Poor handwriting
• Difficulty with short term memory – they may only remember one or two things at a time
• Poor organisational skills and time keeping
• Limited concentration.

Recruiting people with dyslexia

• Offer alternative solutions to written application forms
• Ensure that any online or electronic assessment processes have adjustments built in
• Make reasonable adjustments when using ability tests or psychometric profiling. When using assessment centres, make assessors aware of the individual’s dyslexia, if known, so that it can be taken into account
• When interviewing, meet in an area where distractions are minimal
• Seek advice from a specialist employment provider on simple adjustments available to support job applicants with dyslexia.

Supporting staff who have dyslexia

You can support your staff by:

• Discussing which coping strategies they use
• Consider if any specialist equipment may be needed – eg. voice activated or screen reader software.
• Many adjustments for dyslexia involve changing colour schemes to computer screens or papers
• Avoid complex multiple instructions, as the individual is likely to remember only a proportion of the content
• Providing memory aids, for example a dictaphone
• Giving training material in advance to allow the employee to focus on the training rather than trying to take notes.

Useful information about dyslexia

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Dyslexia can affect anyone of any age. It is estimated that 10 per cent of the population has dyslexia to some degree.
Dyslexia Action works to remove the barriers facing those with dyslexia and other specific learning difficulties by providing help and support.

Dyslexia Action

Dyspraxia (also known as developmental coordination disorder – DCD) is a surprisingly common condition affecting movement and coordination in children and adults. It is a hidden condition which is still poorly understood. Approximately 10 per cent of the general population are affected by dyspraxia. However, as DCD is often misunderstood, this percentage may be higher.

What is dyspraxia?

A person with dyspraxia may have a lack of manual dexterity, difficulty with typing, handwriting and drawing, or poor balance and a clumsy gait. They may have a poor sense of time, speed, distance, weight, or sense of direction

Impact of dyspraxia

• May have difficulty telling others they have dyspraxia
• Difficulty remembering appointments or finding their way around unfamiliar buildings or areas
• May forget to bring or lose things – for example, paperwork
• Difficulty in learning new skills or completing tasks
• Can experience continued periods of low-level pain in joints
• Difficulty with the manual tasks of dressing e.g. buttons and laces
• Can find it difficult to wake from deep sleeps
• Dyspraxia links to poor mental health – for example anxiety and depression.

Recruiting people with dyspraxia

• Offer alternative solutions to written application forms
• Allow additional time for interviews and tests
• Individuals may have a habit of speaking before they think things through, or being very literal and factual, with little consideration for social etiquette – this is the condition rather than rudeness
• Individuals can appear as though they are not listening. Speak clearly and check their understanding using open questions
• Working interviews or work trials prior to a job offer are a good alternative to traditional interview approaches.

Supporting staff who have dyspraxia

• Explore what coping strategies are already used by the employee
• Job coaching should be considered when an individual starts a new job or experiences a job change
• Avoid giving complex multiple instructions and check they are understood
• Regular breaks to allow the concentration of effort to be targeted correctly
• Consider an Access to Work assessment for advice on appropriate equipment and adjustments
• A mentor or buddy may be helpful.

Useful information about dyspraxia

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Dyspraxia Foundation – understanding dyspraxia.

Dyspraxia Foundation

Epilepsy is a neurological condition where an abnormal electrical activity happens in the brain causing seizures – also known as fits. What people experience during a seizure depends on where the epileptic activity takes place in the brain.

It affects up to one per cent of the population and, for some people, there is no known cause. However, a head injury, brain infection or stroke can cause epilepsy.

What is epilepsy?

There are many different types of seizure. These include:
• Simple partial seizures or Aura
• Complex partial seizures
• Tonic Clonic seizure
• Absence seizure
• Photosensitive epilepsy
• Nocturnal epilepsy.

Impact of epilepsy
• In the majority of cases, epilepsy can be controlled by medication
• Diagnosis will normally lead to an individual’s driving licence being withdrawn
• People may be nervous going out in public in case they have a seizure, or experience significant lack of self-confidence
• Side effects of medication can include tiredness, confusion or in some cases the appearance of being drunk.

Recruiting people with epilepsy

• There are not normally any significant adjustments required as part of the recruitment – it is more about understanding the condition
• Epilepsy may cause a loss of confidence in the individual, which may mask their abilities
• The individual may choose to discuss the history of their condition, so don’t be afraid to ask about adjustments to the recruitment process.

Supporting staff who have epilepsy

• In most cases epilepsy is controlled by medication; some may be controlled well enough to hold a driving licence
• Find out if the employee gets a warning about an imminent seizure, if they are able to tell anyone and what actions should be taken to ensure their safety
• Ensure that a first aider is appointed who is trained in supporting people with epilepsy
• It is important that friends, family and colleagues know what to do in the event of a seizure
• If the epilepsy has caused the employee to lose their driving licence consider asking Access to Work for support with travel to work
• Access to Work can help assess the workplace for advice on things such as a suitable computer screen or filters for lights
• Some employees may need to take medication at set times so adjust working patterns to accommodate.

Useful information about epilepsy

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Epilepsy Society is the UK’s leading provider of epilepsy services. They deliver cutting edge research, awareness campaigns, information resources and expert care for everyone affected by epilepsy in the UK.

Epilepsy Society

Acquired at birth, a learning disability is a lifelong intellectual impairment which makes most everyday tasks harder than they are for other people.

What is a learning disability?

People with learning disabilities can learn but do so in different ways and can work in complex jobs provided there is routine within that job. A person with a learning disability may be reliable, dedicated, committed and be positive and friendly – but they may have limited literacy and numeracy skills. They may also have difficulty in understanding and interpreting given situations and be slower to process information.

Impact of learning disabilities

• Often more dependent on others for care and personal support
• Support is needed to interpret written instructions or read warning signs
• Difficulty in understanding and interpreting situations - slower to process information
• Emotional immaturity
• Limited ability to articulate or express themselves effectively
• Low concentration and poor short-term memory

Recruiting people with learning disabilities

• Without adjustments, traditional recruitment processes do not work effectively. A working interview over a period of one to four weeks allows the individual to demonstrate their true abilities
• Job coaching would normally be accessed during the working interview
• Written applications require support in being completed
• Keep questions structured and straightforward in interviews.

Supporting staff who have learning disabilities

• Provide clear, straightforward instructions – possibly in a pictorial format, colour coding of products or tasks, and check they are understood
• Avoid giving multiple instructions
• Use a workplace job coach to support learning from day one of a new job
• Establish links with specialist support agencies/partners
• Be sensitive to any issues with change and communicate any as soon as possible.

Useful information about learning disabilities

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Mencap are full of good practice ideas and guides for those working with someone with a learning disability.

Mencap

Deafness can be described as a partial or complete hearing loss. Hearing loss affects 12 million people
in the UK. Some people may be able to hear but have difficulty picking out sounds in a noisy environment.

Impact of hearing loss

• A sudden or unexpected loss in hearing can have an emotional or negative impact on mental health
• Use of sign language or a hearing aid
• Communication difficulties. Not all people with hearing loss will use sign language, a hearing aid, or be able to lipread
• May have difficulties with written instructions. For some hearing impaired people, sign language is their first language

Recruiting people with hearing loss

• There are many alternative ways of communicating with a person who is hearing impaired eg. email,
Next Generation Text (NGT) Service, textphone, fax, letter, text message or video relay interpreter (VRI)
• Use a sign language interpreter to support the interview process – Access to Work may be able to fund this and other adaptations
• A good interpreter will help you to create an effective layout of the room. Make sure the interpreter isn’t silhouetted against a bright light.

Supporting staff who have hearing loss

• Workplaces may need aids and adaptations, for examples to fire alarms or the way a job is carried out.
• Risk assess the role and modify if reasonable
• Consider using Access to Work for sign language interpreters if the employee uses sign language
• If an employee uses hearing aids, consider the use of a loop system
• Review the induction, company handbooks and how the candidate can access these – especially health and safety regulations
• Arrange for a free Access to Work assessment for advice on adaptations to the workplace.

Useful information about hearing loss

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Action Deafness improve the quality of life by promoting independence and equality of opportunity for deaf, deafened, deafblind and hard of hearing people.

Action Deafness

Limb loss generally refers to the absence of any part of an extremity (such as arms or legs) due to surgical, traumatic amputation or malformation.

Limb loss can be acquired from birth, an accident, war injury, disease/condition (for example diabetes) or through surgery.

Impact of limb loss

Typical traits will depend on the severity of the limb loss and the employee’s individual circumstances. This may include such things as pain, mental health issues, grief at the loss of the limb, phantom limb pain and loss of mobility or function.

Recruiting people with limb loss

• Not everyone with limb loss will declare this prior to an interview
• Don’t judge on first impressions, behave naturally and do not avoid eye contact
• Provide the opportunity for adjustments to be made within the selection process. For example written assessments may not be applicable to an individual with the loss of an arm.

Supporting staff who have limb loss

• Discuss the employee’s individual requirements in the workplace
• Consider a functional capacity evaluation to assess their suitability for a role
• Approach Access to Work for advice on reasonable adjustments and equipment
• With the individual’s approval, educate work colleagues on the condition and how it affects them at work
• If possible, provide a car parking space close to the entrance
• Provide specialist software, for example voice activated, where appropriate.

Useful information about limb loss

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Posturite is the UK leader in ergonomic equipment and posture products.

Posturite

Multiple Sclerosis (MS) is a neurological condition which affects around 100,000 people in the UK. It is the most common disease of the central nervous system (brain and spinal cord) affecting young adults.

Impact of multiple sclerosis

Everyone’s MS is different – most people will have relapses and remissions. Remissions may last a few weeks to a few years. Some people will experience just one episode of MS while others will be very debilitated in a relatively short period of time.

Symptoms vary from person to person but may include such things as poor balance, dizziness, difficulty with bladder, fatigue, stiffness, spasms, pain, slurred or difficult speech, and impaired vision.

Recruiting people with multiple sclerosis

As MS can manifest itself in different ways, ask the applicant what adjustments, if any, are required for the interview:

• Consider adjustments for the selection process – for example accommodate for slurred speech if the process involves a telephone screening interview, or allow more time in group activities with assessment centres
• Does the the individual need any aids and adaptations as part of the recruitment process. If so, contact Access to Work.

Supporting staff who have multiple sclerosis

• Discuss with the employee their particular requirements in the workplace
• Flexible working to allow an employee to manage fatigue and/or hospital appointments
• Provision of a parking space near to the workplace entrance
• Regular breaks to allow the employee to manage their condition – for example to take regular medication
• Contact Access to Work for advice workplace adaptations
• Regular reviews of adjustments to ensure their ongoing suitability.

Useful information about multiple sclerosis

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

More than 100,000 people in the UK have MS. The MS society are fighting to improve treatment and care to help people with MS take control of their lives.

MS society

Musculoskeletal disorders (MSD) relate to any injury, damage or disorder of the joints or other tissues in the upper/lower limbs or the back. MSD is the most frequent health complaint raised by European employees.

Impact of musculoskeletal disorders

MSD may cause employees to experience stiffness, pain and an inability to straighten joints. This can mean that an employee may find it difficult to such things as lifting, climbing, bending standing, sitting or walking for prolonged periods.

People with MSD often report feeling isolated in the workplace due to a lack of understanding or empathy from colleagues. Seemingly innocuous tasks such as using a keyboard, mouse or pen or lifting light objects can be very difficult for someone with repetitive strain injury, arthritis affecting the hands and wrists or carpal tunnel syndrome.

Many MSD’s are caused by environmental factors at home or in the workplace. Therefore it is essential workplace ergonomics are managed carefully and, for example, bad posture when working at a computer is challenged and corrected.

Recruiting people with musculoskeletal disorders

• Ask the individual in advance if they require any reasonable adjustments for the recruitment and selection process
• Consider the accessibility of the environment where the recruitment activity is taking place, as well as any adjustment to the activity itself. For example, interviews need to be held in an accessible room with suitable toilet facilities nearby.

Supporting staff with musculoskeletal disorders

• Risk assess the role and modify if reasonable. Both the employer and the employee need to recognise their individual responsibilities for ensuring safe working practices
• Short hourly breaks to allow posture change – this may need to be more regular in some cases
• Mechanical aids such as an ergonomic keyboard for office employees or a trolley for manual handling
• Train and advise employee to protect their wellbeing at work
• Contact Access to Work for advice on equipment and the work station. Review this regularly to ensure ongoing effectiveness and suitability.

Useful information about musculoskeletal disorders

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

The term MSD covers any injury, damage or disorder of the joints or other tissues in the upper/lower limbs or the back. The Musculoskeletal Disorders website provides advice to prevent and manage MSDs, including tools to assess the risks of manual handling and repetitive tasks.

Musculoskeletal Disorders

Schizophrenia is a mental health condition which affects the person’s perception of reality and changes the way they think, feel and behave. Whilst the symptoms can have a profound affect on someone’s life they can be
very well managed by medication and other treatment.

Impact of schizophrenia

Although schizophrenia affects people in different ways, there are recognised signs and symptoms that people may experience. For example, the employee may experience hallucinations (seeing, hearing, feeling, smelling or tasting something that does not exist, as if it were real). The employee may hold false and often unusual beliefs with unshakable conviction.

Recruiting people with schizophrenia

• If an individual displays significant stress, anxiety or distraction at interview, consider breaks or any environment changes that could be made (eg. seating positions, reduced panel sizes)
• Consider allowing someone to accompany the applicant to the interview, such as a trusted friend, advocate or specialist employment provider representative.

Supporting staff with schizophrenia

• Understand the individual’s triggers (if there are any)
• Medication
• Treatments such as Cognitive Behavioural Therapy are available to help the individual self-manage the condition
• Relaxation techniques such as meditation, yoga or acupuncture are known to help
• Strong, supportive relationships
• In the workplace, an appropriate job match is key.

Useful information about schizophrenia

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Mind are a mental health charity working to make sure everyone experiencing a mental health problem gets both support and respect.

Mind

Sight loss or visual impairment refers to people with irretrievable sight loss and does not include conditions which can be corrected by glasses or contact lenses.

Impact of sight loss

Some employees may be starting to experience some difficulties but not realise they are developing a visual impairment. For example, losing peripheral vision, vision becoming cloudy or ‘holes’ in their vision. Sudden or recently acquired visual impairments can have a significant emotional impact and may also affect family and personal relationships. In some cases, individuals can experience social isolation or a loss of independence.

Recruiting people with sight loss

• Explain the proposed recruitment and selection process to the individual and ask them about any adjustments or support needs they need within the process
• Communication sessions can be arranged to help employers support visually impaired people
• Investigate what specialist partners exist locally to offer practical advice and support.

Supporting staff with sight loss

• Provision of adaptations such as voice activated
software, screen readers, alternative formats such as Braille or accommodation for a guide dog
• Counselling for emotional support needs
• Access support from specialist organisations
• Contact Access to Work for advice on adaptations to the workplace.

Useful information about sight loss

You might need to make some adjustments to help your employees. These could include specialist equipment like chairs and IT equipment. Grants are available through Access to Work to help to cover the cost of items that are identified as necessary to support employees who are disabled or have a health condition.

Royal National Institute of Blind People (RNIB) are there for everyone affected by sight loss. Whether you’re losing your sight or you’re blind or partially sighted, their practical and emotional support can help you face the future with confidence.

Royal National Institute of Blind People