Disability and Work

I have been studying the union negotiating approach to supporting people with disabilities to remain in work.  Especially where individuals with mental health issues are concerned.

I was taken aback at just how prevelant disability is (DDA definition) between 1 in 4 and 1 in 8 depending on what you read.  Also according to a new TUC guide people with mental illness issues have an employment rate of little more than 10 per cent.

As a TU representative I often come into contact with staff who face difficulties at work due to absence or because they are facing discipline or redundancy.  Recognising what constitutes a disability under the law and correctly advocating in these circumstances is of  key importance in achieving a positive outcome.  The Equality Act 2010 has lead to changes in the law which trade union representatives need to be aware of.

Up-to-date information and guidance for lay reps and managers is sorely needed, and guess what, today the TUC has released an updated guide for union reps to help them to better support and represent disabled people at work.

As the TUC say in their press release, the guide is likely to be helpful to reps, as it contains advice and information including challenging disability discrimination, the equality duty, recruitment procedures, sickness absence, redundancy, health and safety, mental health, and training.