The Equality and Human Rights Commission has published guidance to highlight legal obligations and practical steps for employers to best support disabled employees with hybrid working.
The guidance has been designed for small and medium sized employers to support disabled staff with reasonable adjustments and help them to thrive when hybrid working. As per the Equality Act 2010, employers must offer these to remove, reduce or prevent obstacles a disabled worker may face.
Covering recruitment and all stages of employment, the guidance explains the legal requirements and provides conversation prompts to ensure managers foster a culture where reasonable adjustments can be discussed openly, to help create an environment where staff can perform more effectively and achieve their full potential.
The resources include practical tips for around measures employers can take, such as workplace assessment tools to help identify technology that can help disabled employees who work flexibly, and how providing specialised desks can minimise discomfort for staff with musculoskeletal conditions.
Through the guidance, the Equality and Human Rights Commission aims to avoid poorly implemented hybrid working arrangements that create difficulties, such as being isolated from colleagues, difficulty accessing necessary support or equipment, or a culture that lacks inclusion.
Baroness Kishwer Falkner, chairwoman of the Equality and Human Rights Commission, said: “We are pleased to publish these new resources so that employers understand their legal obligations and can make sure disabled employees thrive in their workplaces. The duty to make reasonable adjustments needn’t be costly or difficult. Our guidance provides practical tips and advice produced with the assistance of industry bodies and experts so employers can ensure they are complying with equality law.
“We also intend for this guidance to be used by employees, so they can be confident in knowing what their rights are and how to discuss making reasonable adjustments with their line managers. These resources will help organisations to embrace the benefits that reasonable adjustments can bring in attracting, empowering and retaining top talent.”
