The types of physical support that employers provide include access to private treatment, vocational rehab or other medical services. GRiD's research was published on Tuesday (20 August).
Diane Lightfoot, CEO of the Business Disability Forum (BDF), said that employers should be prepared to support employees who are newly disabled.
According to BDF research, 83% of disabilities are acquired, not present from birth.
Lightfoot told HR magazine: “It is very likely that an employee will experience disability or be diagnosed with a long-term condition while working.”
In the event that an employee experiences a new disability, 38% of employers provide support for mental health, such as mental health first aiders, an EAP and counselling, GRiD's research has revealed.
Read more: New disability guidance for managers
The same proportion (38%) of employers provide support for social health, including employees in work events, and 36% provide support for financial health, such as advice on budgeting, discount vouchers or pay advances.
Lightfoot added that employees who have recently acquired a disability may need different support to people who have lived with a disability over a longer period of time.
She said: “We talk about disabled people being the experts in their own condition, but this may well not be the case with a new diagnosis. Employers need to communicate what support is available to existing employees as well as new recruits, and make it clear how to access it, so that people can get the support they need.
“This might include support to identify barriers in the workplace and adjustments to remove them. This might be about kit or it might be about different working patterns – a phased return to work, adjusted or reduced hours or job carving or redesign, either permanently or on a time-limited basis. It might be about redeployment as a reasonable adjustment.”
Read more: Why the UK needs a joined-up disability, health and work strategy
Toby Mildon, diversity and inclusion architect at consultancy Mildon, said that employers must focus on retaining employees who are experiencing new illnesses or disabilities.
Speaking to HR magazine, he said: “Employers need to focus on keeping these employees because they have valuable skills, knowledge, and relationships. Having disabled employees can boost a company's success by bringing different experiences that help with innovation, creativity, decision-making and connecting with diverse customers.”
The disability pay gap in the UK is 13.8%, according to figures from the Office for National Statics. In the king's speech in July, the government vowed to introduce mandatory disability pay gap reporting for large employers.
Mildon said: “If employers value diversity, they need to include disabled people too. They should become disability-confident organisations, where managers feel comfortable managing disabled individuals. Disability inclusion should be as important as any other type of inclusion like gender or ethnicity or LGBTQ+.”
