Action 5.3D Develop procedures for establishment/continuation of support in changing circumstances.

Guidance

The impact of someone’s disability will likely change over time and the impact of disability can be more significant at one time than another. For individuals with significant ongoing illnesses for example, they can experience years where their health is relatively good and manageable, and times when they will be severely impacted and require significant support.

Equally, employees who never required support in the past can acquire a disability and require supports.

Most employees whose circumstances change or who acquire a disability but can continue working (for example an adult diagnosis of autism or some hearing loss) can be supported through the procedures discussed in Actions 5.3A-C.

However, some individuals, particularly those who have taken significant time off because of a change in their condition or an acquired disability, may need to be supported to remain in employment through the development of return-to-work procedures and a re-evaluation of their work tasks.

Establishing robust procedures for the continuation of support in changing circumstances is essential to ensure that disabled employees or those experiencing long-term illness are retained and supported to return to or continue working. These procedures should be flexible and responsive to the evolving needs of employees and should be included in the appropriate organisational policy.

Procedures should cover:

1. Initial Assessment/Engagement and Documentation: Prior to their return, conduct an initial needs assessment (see Action 5.3A) to understand the employee’s current condition and support needs. Discuss their job tasks and tease out the employee’s ability to carry them out given their changed circumstances. In some cases, employees will be able to perform their role as previously with additional supports provided. In others, they may wish to discuss opportunities for reduced hours or the reallocation of certain tasks. In some cases, an occupational health assessment may be required to determine whether it is safe for an individual to return to work.
2. Return-to-Work/Changing Work Plans: Develop individualised return-to-work/changing work plans for employees who have been on long-term illness or have acquired a disability. Offer flexible work arrangements to accommodate changing needs where possible. This may include modified work hours, remote work options, or adjustments to job responsibilities, which have been identified in case law as a reasonable accommodation (see Resources). These plans should outline the steps agreed for a gradual and supported return to work, including any necessary accommodations and adjustments to work tasks.
3. Ongoing Support and Monitoring: Ensure that support continues once the employee has returned to work. Check in regularly on their progress and adjust the support plan and work arrangements as needed to address any emerging challenges.
4. Training and Awareness: Provide training and development for managers and colleagues where necessary on how to support employees with changing conditions. Foster a culture of understanding and empathy to ensure that employees feel valued and supported.

In instances where an employee’s ability to work has changed due to their disability or health condition and the employee’s tasks or role need to be significantly adapted, the Wage Subsidy Scheme (see Resources) allows the employer to claim a wage subsidy funded by the Department of Social Protection to compensate for these changes.

By developing procedures for the establishment and continuation of support in changing circumstances, your organisation demonstrates a commitment to inclusivity and employee well-being. This approach ensures that disabled employees or long-term illnesses are retained and supported, enhancing their ability to contribute effectively to the workplace.

‘I feel very grateful to live in the country I do that help support those with disabilities, but I really feel more could be done.  Employers should be more obligated to help employees return to work with support and to minimise cynical box ticking exercises like I feel I have had to endure.’

WIDE Consultation Participant – Disabled Person