Depending on the nature of a person’s disability, working standard office hours may not be possible. Having flexibility in the way people work or enabling working from home may allow employees with disabilities to successfully meet their professional obligations. Work with employees to understand what would work best for them. Some examples of flexible work practices include:
- Part time hours for those who may struggle with a standard work week.
- Working non-standard hours to allow for more frequent breaks for rest or medical treatment.
- Intermittent flexibility where different hours are not required all the time, only to meet specific needs or if a flare up of a condition occurs.
It is important to note, there is legislation in many countries which require businesses to accommodate people with disabilities in the workplace. It is essential to ensure your business follows all regulations carefully, so you are not in breach of any laws. If your business is moving into a new market and you are unsure of what is required, seek legal advice.
Begin your journey towards transforming your workplaces to be more disability friendly by conducting an audit of your building’s accessibility as it is. Once complete, build an implementation plan for any issues that may arise.
As an international employer, if you are sending employees abroad on expat assignment, protect their health and wellbeing with an international health insurance group scheme.