Disability
Q We use an automated online timed test as part of our recruitment process. One of the applicants has advised us that they are dyslexic and feel that they may be disadvantaged by having to complete this test and want us to make adjustments to our selection processes. Do I have to do this?
A Yes, under the Disability Discrimination Act you are required to make reasonable adjustments to ensure you do not disadvantage applicants or employees with a disability. In this circumstance it may be appropriate to allow the applicant extra time to complete the test.
Q One of my employees has just advised me that they have been diagnosed with MS, however fortunately he is not yet experiencing any direct health problems as a result. I'm therefore assuming that I do not need to do anything at this stage.A The most important thing is to keep good, open communication with the employee so that you can understand his needs if his medical condition progresses. MS, cancer and HIV are covered by the Disability Discrimination Act from the day of diagnosis and not when it starts to have an adverse effect on their health. Therefore, you already have a duty not to treat the employee less favourably as a result of their medical condition, and have a duty to make reasonable adjustments to enable them to continue working. |
