Rail Professional December Issue 2023 298

Page 46

VIEWPOINT

‘Disability status is also a legal definition, rather than a medical Employers should also consider wider one, which makes changes which go beyond an individual employee and provide a change in the overall early HR and legal culture of the organisation. These include: input, as well as • Access to counselling and Occupational Health (OH) services – offering access to detailed manager confidential counselling services or to OH services can support employees facing training, important for mental health challenges and provide both employers and recommendations for further support. • Adjustments to the application process employees.’ – some prospective employees may face particular role exacerbates an employee's mental health condition, temporary reassignment to a more suitable position could be considered by an employer.

difficulties with an employer's application process. This was demonstrated in the case of AECOM Ltd v Mallon (the subject of last month's column), where the employer was under a duty to make reasonable adjustments to an online job application process so as not to put an applicant at a substantial disadvantage (albeit that disadvantage was due to a physical impairment rather than a mental one). • Mental health training – providing training for managers and other

health, particularly in the workplace. To offset this, employers can highlight policies relating to mental health, absence and reasonable adjustments to ensure employees have sufficient information regarding the relevant processes.

Advice for employers

employees to raise mental health awareness can assist in creating a more understanding and supportive working environment. Mental health first aiders are also become an increasingly important offering for employees. • Reviewing policies – a lot of people find it difficult to speak candidly about mental

ACAS Guidance on reasonable adjustments for mental health is available containing detailed, practical guidance on creating a supportive working environment for those who suffer from mental health conditions. Specific guidance for adjustments for individual employees should be obtained via discussions with the employee, OH input and consideration of available medical information. Although the legal duty to make reasonable adjustments depends on an employee's condition satisfying the legal definition of disability, good employers will often seek to accommodate employees even where they suspect that the individual does not meet this threshold. Careful consideration and support for employees who request adjustments, can create a positive workplace culture which generates numerous performance benefits for both employee and employer.

WHAT’S THE COST OF LIVING?

zonegreen safe working solutions

Renowned as the global market leading depot protection system, the SMART DPPS™ delivers physical protection from vehicle movements to rail depot staff whilst providing visual and audible warnings.

www.zonegreen.co.uk

46

The Smart DPPS™: • Protects staff and equipment • Ensures safe and controlled movement of rail vehicles into and out of the depot • Allows train maintenance operations to be conducted without endangering the safety of staff or damaging infrastructure

Tel: +44 (0)114 230 0822

It is: • Fully configurable, flexible and functional • Proven in use and installed globally • Capable of interfacing with third party equipment including signalling systems. • Adaptable to the safe requirements of the depot

info@zonegreen.co.uk


Turn static files into dynamic content formats.

Create a flipbook
Issuu converts static files into: digital portfolios, online yearbooks, online catalogs, digital photo albums and more. Sign up and create your flipbook.