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Retaining an employee who becomes disabled
There are a number of good reasons for you to retain employees who become disabled.
All employees cost money to recruit and train, and it is often more cost efficient
to retain an employee who has become disabled, rather than recruit and train
a new person.
The existing employee will also have gained the skills for the job, and the
knowledge of the company's products and methods of working.
You may need to make adjustments to the workplace and to the employee's job description.
These could include:
- organise phased return to work, alternative employment or part-time work
- allocating to another employee minor tasks which can no longer be done by
the disabled employee
- transfer the disabled employee to another position (either a change to responsibilities
or physical position)
- provide practical aids and technical equipment to the disabled employee.
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