Providing the right support for all CUH staff
We are committed to a workplace where all staff, including those living with disabilities, impairments and health conditions and those who are neurodiverse, feel they are supported and can thrive in their job.
Under the Equality Act 2010, someone is 'disabled' if they have a physical or mental impairment that has a 'substantial' and 'long term' negative impact on their ability to do normal daily activities. This includes visible and invisible disabilities, physical and mental health conditions and neurodifferences that last or are expected to last longer than 12 months, and that can be recurring or fluctuating.
Employers have a legal duty to make 'reasonable adjustments' to ensure staff with disabilities, impairments, health conditions or neurodifferences are not substantially disadvantaged when doing their jobs.
Workplace adjustments can include a wide range of interventions, and an individual may need a number of adjustments depending on their disability, impairment, health condition or neurodifference, their working environment and their job role.
Some individuals may know exactly what workplace adjustments they need to support them in their role, others may require assistance to identify adjustments that would be of most benefit.
This service is for physical equipment/adaptations and not for modifications to working hours or duties.
In regards to Neurodivergence it is important that the correct service referral is completed to ensure the appropriate and correct support and services are accessed.
Through the workplace adjustment fund, you are able to request a Workplace Needs Assessment. This is not a diagnostic service but will identify any adjustments that would improve an individual’s working life.
If you do not have a diagnosis you will need to contact your GP for a referral to the appropriate team. You will need to continue with the NHS channels and processes. This service is unable to fast track applications.
Workplace adjustment requests are managed by your Line Manager in the first instance. If circumstances are more complex and specialised support and guidance is required, Occupational Health will be able to provide advice via a Management Referral.
Workplace adjustments should be discussed with the line manager in the first instance and then complete an application to access physical Workplace Adjustments. The link to the form can be found at the top of this Connect page and should be sent to email@example.com once completed.
If a Display Screen Equipment (DSE) checklist is relevant to your role, before submitting your request for equipment to support DSE work space, please complete the assessment and submit, prior to any further actions. Further information about Display Screen Equipment (DSE) can be found here.
Please note, this service is for assessed equipment only. Any standard computer hardware is to continue being purchased through regular departmental procurement processes.