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Scope leads the way on disability and wellness reporting
Disability charity Scope is the first organisation to publish its internal disability and wellness report since the government published a new framework intended to support larger employers to record and report voluntarily on disability, mental health and wellbeing in the workplace.
The government launched its new framework in November 2018, aimed at large employers (those with over 250 employees) across all sectors – public, private and voluntary. However, it is entirely voluntary and there is no penalty for not publishing the information.
Nationally, only 50% of disabled people are in work, compared to 80% of non-disabled people. The hope is that by encouraging employers to be transparent about the make-up and well being of their workforces, resources will be better allocated towards those who need assistance in accessing or remaining in the workplace.
Findings of Scope’s report
Through Scope’s staff survey and HR monitoring it found:
- 17% of staff who completed its staff survey in 2018 identified as disabled (up 3% from 2017’s survey). This is broadly in line with the proportion of disabled working age people in the UK (18.6% according to the Office for National Statistics).
- 74% of disabled employees responding had shared information about their impairment, condition or disability at work. Of those, 89% had talked with their line managers, and 71% with work colleagues.
- 66% of disabled respondents has a reasonable adjustment made. Just over half of these expressed satisfaction.As regards staff wellbeing, the 2018 staff survey found that:
- 82% agreed with the statement “I feel like I am Making a difference”.
- 92% agreed with the statement “I enjoy the work I do” with 45% strongly agreeing.
- Almost 60% of staff were happy with our flexible working arrangements.
Scope has said it will use this data as a baseline to identify areas that can be improved. Over the next 12 months it has committed to:
- Making sure recruitment processes are inclusive and accessible.
- Improving how it develops and supports all employees including disabled staff
- Improving how it delivers reasonable adjustments.
- Providing disability equality training to all staff.
- Introducing resources to support all staff in terms of understanding disability in the workplace.
- Running more sessions with disabled staff to share their experiences with others.
For more information about the voluntarily framework on disability, mental health and wellbeing in the workplace, read our article in People Management.
The Labour Party came into power in 2024 with a promise of substantial reforms aimed at enhancing worker’s rights, improving work-life balance, and addressing inequalities in the workplace.
Mental health is an increasingly important issue in the workplace, affecting employees’ wellbeing, productivity, and overall satisfaction. As more employees speak up about their struggles, UK employers must ensure they are providing a supportive environment while adhering to legal responsibilities. The legal framework surrounding mental health in the workplace is clear, but understanding how to apply it practically is key to preventing discrimination and promoting a healthy work culture. With World Mental Health Day on 10th October, now is the perfect time for employers to review their obligations and strategies for supporting mental health in the workplace.
Handling Mental Health-Related Absences: Best Practices and Legal Obligations
Mental health-related absences are a common challenge for employers, as mental health conditions can lead to prolonged or frequent time off work. Understanding how to handle these absences with compassion while fulfilling legal obligations is crucial for maintaining a supportive work environment and avoiding potential legal pitfalls. As we approach World Mental Health Day on 10th October, this article outlines best practices and key legal responsibilities for UK employers when managing mental health-related absences.
In the UK, mental health discrimination in the workplace is a growing concern as more employees speak up about their struggles with mental health issues. World Mental Health Day, observed on 10th October, provides an opportunity to reflect on the legal protections in place to safeguard employees from discrimination and to promote mental wellbeing in the workplace. This article will explore the legal framework surrounding mental health discrimination, including how the law defines mental health disabilities, employers' responsibilities, and steps businesses can take to prevent discrimination.
Supporting employees with mental health conditions is not just an ethical responsibility for UK employers; it’s a legal obligation under the Equality Act 2010. As we approach World Mental Health Day on 10th October, it’s crucial for employers to understand what reasonable adjustments are, how they can be applied to mental health, and the steps they should take to comply with UK law while fostering an inclusive and supportive work environment.
The Equality Act 2010 is a key piece of legislation in the UK that aims to protect employees from discrimination in the workplace. While much of the focus on this Act has been on physical disabilities, mental health conditions are also covered under its provisions. As we approach World Mental Health Day on 10th October, it’s important to understand how the Equality Act protects employees with mental health conditions, and what employers must do to ensure they meet their legal obligations.
In the modern workplace, stress is often considered an inevitable part of the job. However, when stress becomes overwhelming, it can lead to significant mental health issues such as anxiety, depression, and burnout. In the UK, employers have a legal responsibility to manage workplace stress and support employee wellbeing. As we approach World Mental Health Day on 10th October, this article explores the legal framework around workplace stress and provides guidance on how employers can take steps to create a healthier, more supportive work environment.
The British Airways Plc v Rollett & Others ruling underscores the importance of focusing on the actual disadvantages caused by workplace policies. Employers are now obliged to be more vigilant in assessing the broader impacts of their decisions, ensuring equity and fairness for all employees, regardless of whether they possess a protected characteristic under the Equality Act 2010.
By proactively addressing these considerations, employers can foster a more inclusive work environment and mitigate the risk of indirect discrimination claims.
Shift work is a necessity in the healthcare sector, ensuring round-the-clock care. However, long hours, night shifts, and irregular schedules can take a significant toll on healthcare workers' physical and mental health, increasing the risk of burnout. This article outlines your legal rights regarding rest breaks, the impact of shift work, and your employer's obligations to minimise the risks.
Mental health conditions are becoming increasingly prevalent in UK workplaces, with far-reaching consequences for employees, businesses, and society as a whole. Employers have a duty of care towards their employees' mental wellbeing, and certain mental health conditions may also be recognised as disabilities under the Equality Act 2010.