Do we need to discount all mental health related absence as a reasonable adjustment when making management decisions?
It might be reasonable in some situations depending on the individual circumstances. You might decide to discount some or all disability related absences when considering: • Promotion • Training opportunities • Redundancy • Whether to reduce or end sick pay • Disciplinary procedures for poor attendance It is obviously only possible to consider whether to do this if disability related sickness absences have been recorded separately from other absences, such as: • Non-disability related sickness absence • Study leave • Compassionate leave • Disability leave Whether you decide to discount some or all of the absence is ultimately a management decision, which should be determined by looking at the factors to be taken into account when consider what is “reasonable” under the DDA. These factors are as follows: • How effective the adjustment is in preventing the disadvantage • How practical it is • The employers’ financial and other resources • The availability of financial or other assistance
