Action 1.2D: Ensure leave policies allow for disability related leave which is not related to sickness.

Guidance

Some people may need time off work for disability-related reasons when they are not sick, for example to attend clinic appointments to monitor their condition, receive ongoing treatment or therapy, or to cope with treatment side-effects. This can be classed as Disability Leave, and your organisation’s leave policies should clearly allow for paid Disability Leave which is clearly distinguished from Sick Leave.

WIDE consultation participants highlighted experiences in organisations without such leave policies which in some cases, left disabled people having to use annual leave to attend appointments related to managing their condition, or to utilise sick leave which they felt was unfair and not recognising their needs and rights. Others felt stigmatised for requesting some flexibility and understanding around changes of medication and initial side effects.

“I needed some time off after taking medication that I needed, as this made me feel unwell. Because of this I often started work a bit late. My new manager made a big deal of this and told my colleagues about my disability. I hadn’t disclosed to my colleagues at this stage”.

WIDE Consultation Participant – Disabled Person

Employers should develop a clear process on how to request disability leave. It’s useful to confidentially explore the potential need for Disability Leave during the needs assessment process and flag access to the policy as part of the recommendations. The Disability Leave policy should be flexible enough for employees whose circumstances change.

This approach demonstrates a commitment to supporting disabled employees and acknowledges the unique challenges they may face. By implementing a clear and supportive leave policy, you create an environment where disabled employees feel valued and understood, ultimately contributing to a more inclusive and productive workplace.