Flexible Working Arrangements

A flexible approach gets the best out of all employees, including people with disabilities.

• Where possible, be flexible in allocating work tasks, providing variety and reducing repetition in tasks and providing regular breaks. This can be particularly helpful for people with musculoskeletal disorders.
• Some people with intellectual impairments may tire easily and benefit from an extra break or flexibility in working hours.
• If a person with a mobility impairment uses public transport, they may find rush-hour a more difficult time to travel. Look at whether a slightly later or earlier start or finish time is possible to enable them to travel outside peak periods.
• Allow the person time off to attend medical or therapy appointments if they need to.
• If a person requires time off due to their disability, a phased return to work can be more effective than a longer period of time off and an immediate return to full duties. This is applicable for people with a wide range of conditions, including mental health issues.
• If you are able to, consider allowing employees with fluctuating conditions and other disabilities to work flexi-time, work at home on days when their condition is worse or accrue additional hours when they are well. You are only required to make accommodations to a level that is reasonable but if you are able to be flexible you will be able to retain valued staff.