It is the policy of Buckinghamshire Council to comply fully with the requirements of legislation relating to the employment rights of individuals including the Equality Act 2010.

Equality issues relating to the employment of individuals will be dealt with immediately on an individual basis as required.

Employers under the Equalities Act are required to make reasonable adjustments if their employment arrangements or premises disadvantage a disabled employee or a disabled applicant.

Employers must not discriminate against a disabled person in:

• recruitment and retention

• promotion and transfers

• training and development

• dismissal and redundancy

The Act applies to:

• permanent members and staff

• temporary and agency workers and workers on contracts

The Manager/Headteacher appointing a person with a disability, or who is responsible for an employee who develops a disability, must ensure an assessment is made of the adjustments and support they will need in order to carry out their role.

Buckinghamshire Council has produced a Reasonable Adjustment Toolkit, which provides additional information and guidance for employees and their managers and will assist with the assessment process. If employees would like to request an assistive software, they can start this process by completing the Reasonable Adjustment form on Service Now. 

The Manager/Headteacher should ensure that they take advice where necessary from specialist areas such as Human Resources, Facilities, Building Managers and the Health and Safety Team. It is essential that as part of the risk assessment procedure, the employee is invited to the workplace at an appropriate time to try the access/egress and working conditions available, in order to establish their requirements and personal needs. In addition, or as an alternative it may be possible to utilise the Government’s Access to Work Scheme (see 5.0 below).

The assessment of the workplace will identify where reasonable physical adjustments are required to the premises and ensure appropriate car parking arrangements. It will also identify the need for auxiliary aids for people with sensory impairment such as those affecting hearing and sight.  Part of the process will be for the employee to carry out a workstation assessment HSE Workstation Checklist.  Following this, arrangements can be made for a personal individual assessment by the Health and Safety Team.

The assessment should also specifically examine emergency routes in the event of fire and the provision of EVAC chairs for multi-storey buildings. Where the risk assessment indicates assistance is required for evacuations it is the Manager/Headteachers responsibility to ensure that arrangements are in place for the employee to receive the assistance they may require from appropriately trained colleagues and that a rota system exists to provide that assistance at all times including lunchtime.  These arrangements must be recorded on a Personal Emergency Evacuation Plan (PEEP).  It is recommended that PEEPs for employees working at locations managed by Facilities are checked out with the Facilities Management Team or Building Managers of non-BC locations.  A record form template for recording the PEEP can be found in BC Fire Safety Policy 3.3 Part 4. Personal Emergency Evacuation Plan (PEEP) Employees.

When arranging meetings, consideration should be taken to ensure emergency evacuation arrangements are in place/still valid for the employee.

Guidance on assistance dogs in the workplace is also available from the Cohesion and Equalities Team.

If it is not possible to implement the arrangements required by the risk assessment before employment commences, or in the case of a newly developed condition by the time required, then alternative arrangements will be necessary until such time as permanent arrangements can be completed. Such alternative arrangements could include home working or suitable temporary office accommodation providing they comply with the requirements of the risk assessment.

Where a potential or current employee has a long-term disability as defined under the Equality Act 2010 (the person does not have to be registered disabled), assistance is available through a government Access to Work Scheme.

The employee must make the claim supported by their Manager.  Their disability or health condition must affect their ability to do their job or mean they have to pay work-related costs. For example, special computer equipment or travel costs because they cannot use public transport.  A mental health condition must affect their ability to do their job. It must also mean they need support to:

• start a new job

• reduce absence from work

• stay in work

Click the link for further information Access to Work

This procedural guidance must be followed where office moves are planned that may impact on employees with disabilities.

The budget for alterations to buildings is the responsibility of the Commissioning Team for schools and Property Services for non-schools.

HR Diversity Guidance and Policy

General guidance on disability on Gov.UK website: 

Disabled People                         

Disability Rights