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Guidance and information for disabled staff

Find out what you might want to discuss with your manager and how to go about getting adjustments to help you do your job.

What counts as a disability?

The term ‘disability’ covers a range of physical and sensory impairments, medical conditions, specific learning difficulties and mental health needs.

The Equality Act 2010 defines a disability as a ‘physical or mental impairment’ which has a ‘substantial and long-term adverse effect on their ability to carry out normal day-to-day activities’.

However, the key thing is not the impairment but its effect. Conditions such as migraines, asthma and back pain can be experienced as a disability if there is a substantial, long-term adverse effect.

Neurodivergent conditions including attention deficit disorders, autism and dyslexia may also be experienced as a disability if they affect someone in this way.

Support

If you are newly diagnosed, or you have a condition that you have been managing, but is now getting worse, the first step is to have a conversation with your line manager. 

They can help you start the process to put together a reasonable adjustments plan, and contact Occupational Health on your behalf if necessary.

Practical support

Guidance on disclosure, reasonable adjustments and health and wellbeing resources.

Reasonable adjustment process

How to get resources and support to help you do your job.

Networks and groups

Explore our support networks and groups.

New members of staff and applicants

If you are a new member of staff with a disability, find out what to expect at each stage of the recruitment process.

Accessibility at York

Find information on physical and digital accessibility on campus, travel and parking, and accessible facilities.

Accessibility at York

Key policies

To foster a culture of equality and diversity in employment and support all members of staff who have a disability, the University has developed the following policies, frameworks and processes:

  • The Disability in Employment policy and associated procedure and guidance set out how this support will be delivered in practice, providing guidance for managers who may be supporting a member of staff with a disability.
  • The Disability Inclusion Framework outlines our approach to disability equality, which includes the physical estate, e-accessibility, and culture and good practice.
  • The Reasonable Adjustment process for staff with a disability or long term health condition sets out roles and responsibilities and provides useful guidance for line managers. It also includes an Individual Adjustment Plan that line managers and members of staff can use to agree and record adjustments.
  • The Assistance Dogs on University premises policy statement clarifies the position of the University regarding assistance dogs in non-public spaces within campus buildings, including offices and University-owned student accommodation. It is supported by guidance to help members of staff, students and line managers to provide support for anyone who requires an assistance dog on campus.