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Public's right to not be discriminated against

Illegal for employers to treat someone differently from other employees because of disability.

Highlights disabled people as: having a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. Impairment has a long-term effect if it has lasted or is likely to last for more than 12 months

Employers’ duty to make reasonable adjustments to avoid the disadvantage of that disability/ health condition in comparison to other workers. e.g.

removing, altering, or providing means of avoiding a physical feature e.g., design of a building, access to a building, furniture/fixings within the building.

Changing work patterns

Treating disability related absence differently from sick leave

Providing support worker

Desk in quieter area

Allocating a parking space

Providing equipment

(UK Government, 2010), (Wadham, 2017)

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Grant for people with disability, illness, or heath condition

Access to work assesses the reasonable adjustments made determine if there are other things an employer can put in place to provide support

Such as: counselling, equipment, interpreters, changes to vehicle, pay taxi fares or a support worker, access to support worker to help at work, giving disability awareness training to colleagues

(Government Digital Service, 2012)

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For those with a disability or health condition that affects how much they can work

Money to help with living costs if unable to work, and support to get back into work

Eligibility depends on age, and whether you’re likely to get back to work

During assessment you can get up to £67.20 a week if you’re aged under 25, up to £84.80 a week if you’re aged 25 or over

Once assessed, if able to get back into work in future, can be given up to £84.80 a week in a work-related activity group. Otherwise, £129.50 a week in a support group.

(Government Digital Service, 2012a)

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Wadham, J. (2017). Blackstone’s guide to the equality act 2010. 3rd, rev. ed. Oxford: Oxford University Press (Gbp.

UK Government (2010). Equality Act 2010. [online] Legislation.gov.uk. Available at: https://www.legislation.gov.uk/ukpga/2010/15/section/20.

Green, A. (2020). Spatial inequalities in access to Good Work. [online] Available at: https://core.ac.uk/download/pdf/324098789.pdf.

Government Digital Service (2012). Get Support in Work If You Have a Disability or Health Condition (Access to Work). [online] GOV.UK. Available at: https://www.gov.uk/access-to-work [Accessed 16 Nov. 2023].

Government Digital Service (2012a). Employment and Support Allowance (ESA). [online] GOV.UK. Available at: https://www.gov.uk/employment-support-allowance/what-youll-get [Accessed 16 Nov. 2023].

Collett, J., Brusco, N., Cordell, N., Cockroft, A., Lawrie, S., Coe, S., Reed, A. and Dawes, H. (2022). Lost employment potential and supporting people with Parkinson’s to stay in work: insights from a Pan European cross-sectional survey. Disability and Rehabilitation, 45(5), pp.1–8. doi:https://doi.org/10.1080/09638288.2022.2043460.

Hogan, A., Kyaw-Myint, S.M., Harris, D. and Denronden, H. (2012). Workforce Participation Barriers for People With Disability. International Journal of Disability Management, 7, pp.1–9. doi:https://doi.org/10.1017/idm.2012.1.

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The role of the OT when supporting someone with mental health needs back to work  

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The role of the OT when supporting someone with mental health needs back to work  

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www.rcot.co.uk

Written evidence - Rethink Mental Illness (mind.org.uk)

Office for Health Improvement and Disparities (2021) COVID-19 mental health and wellbeing surveillance: report. Available at: https://www.gov.uk/government/publications/covid-19-mental-health-and-wellbeing-surveillance-report London: OHID

Cameron J, Sadlo G, Hart A, Walker C (2016) Return-to-work support for employees with mental health problems: identifying and responding to key challenges of sick leave. British Journal of Occupational Therapy, 79(5), 275– 283.

MIND (2018) 40 per cent of all GP appointments about mental health. (News). Available at: https://www.mind.org.uk/news-campaigns/news/40-per-cent-of-all-gp-appointments-about-mental-health/ London: MIND

Jarman V, Hancock N, Scanlan JN (2016) Maintaining my employment: learning from people living and working with mental illness. British Journal of Occupational Therapy, 79(11), 660–668

Blank A, Harries P, Reynolds F (2011) Mental health service users’ perspectives of work: a review of the literature. British Journal of Occupational Therapy, 74(4), 191–199.

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Mental health issues can be barriers to career opportunities which can then lead to longer-term health and wellbeing problems.

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What with the Occupational Therapist do?

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What with the Occupational Therapist do?

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Work with the employer to better understand the impact of mental health problems

Interventions can range from those needing minimal to more intensive specialist services

Assess skills, interests, values, and strengths of the person returning to work

Teach practical ways to cope and minimize anxiety e.g. relaxation techniques, decision making strategies

Address barriers to mental health by creating work environments that facilitate meaningful occupation

Design and build daily schedules of graded, meaningful activities that reduce fear, improve sleep and detract from negative thoughts

Facilitate an interprofessional approach that includes the person as part of the treatment team that works towards the common goal of returning to work

Occupational therapists can help by supporting individual ambitions and goals

They are trained to assess the person, the demands of the job and the working environment

They will be able to then identify best-fit solutions to mental health problems that prevent someone returning to work.

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Before the pandemic GPs were reporting that 40% of appointments involved mental health

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Engaging in meaningful occupation, including employment, has been identified as central to mental health recovery (Jarman et al 2016).

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Cameron et al (2016) explored the sick-leave and return-to-work experiences of employees with mental health issues.

The authors identify the need for support, which is sensitive to the individual’s recovery journey and work relationships, to help people on sick leave to keep in touch with work and to maintain a resilient work orientation and identity.

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Access to appropriate support is crucial to help people overcome barriers and access employment opportunities (Blank et al 2011)

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physical impairments can limits a person’s ability to do physical activity such as walking.

Many people with physical impairments have mobility aids to assist them. some simple steps to ensure an employee with a physical impairment can fulfil their potential at work.

include:

providing assistive computer equipment such as modifications to hardware or voice activated software

agreeing an emergency evacuation procedure with them if they require assistance

making sure that the layout of the working environment is accessible and free from obstructions (GOV.UK, n.d.)

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GOV.UK. (n.d.). Employing disabled people and people with health conditions. [online] Available at: https://www.gov.uk/government/publications/employing-disabled-people-and-people-with-health-conditions/employing-disabled-people-and-people-with-health-conditions#advice-on-specific-conditions [Accessed 17 Nov. 2023].

www.citizensadvice.org.uk. (n.d.). What counts as disability discrimination. [online] Available at: https://www.citizensadvice.org.uk/law-and-courts/discrimination/discrimination-because-of-disability/what-counts-as-disability-discrimination/#h-disability-discrimination-at-work.

Versus Arthritis. (n.d.). Work. [online] Available at: https://www.versusarthritis.org/about-arthritis/living-with-arthritis/work/.

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Hidden impairments

Hidden impairments are conditions that are not apparent to others. such as:

autistic spectrum conditions (ASCs)

dyslexia, dyspraxia, attention deficit hyperactivity disorder, dyscalculia

learning disabilities

Autistic spectrum conditions (ASCs)

In the UK, half a million adults are thought to have an ASC. difficulties may include:

communication

understanding the feelings of others

meeting new people

adapting to change and new routines

People with an ASC may also have high levels of accuracy, attention to detail and a good memory for figures.

Adjustments for an employee with an ASC include:

maintaining a structured working environment and routine

avoiding language which is hypothetical or abstract

avoiding making statements which could be taken literally(GOV.UK, n.d.).

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Access to Work is a government scheme that works with disabled people and employers to work out what changes are needed so the disabled person can do their job. They may also be able to provide some money to pay for the changes.

Access to Work may be able to provide an assessment of your needs at work, and help with things like equipment, adapting premises or a support worker(www.citizensadvice.org.uk, n.d.).

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Reasonable adjustments

Reasonable adjustments which your employer may be required to make can include, where possible:

changing or modifying the tasks which are part of your job

altering work patterns/hours

providing special equipment

allowing time off to attend appointments

help with travel to and from work (the Government provides grants for this through the Access to Work scheme).

Flexibility in working hours, practices and your roles and responsibilities can make a big difference.

For example, because symptoms of arthritis and related conditions are often worse in the morning, you might be able to have flexible hours so that your working day starts and finishes later. This could also help you to avoid busy commuting times(Versus Arthritis, n.d.).

With the assistance of your employer, you may be able to make some or all of the following changes:

moving your work station

trying a different office chair

using a back rest and/or foot support

using equipment or technology that could make the tasks easier

working from home, for at least part of the week

working part-time

swapping certain tasks with colleagues.

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Workplace adjustments for disabled people - English subtitles

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Legislation Promoting Support in the Workplace

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Legislation Promoting Support in the Workplace