Policy building blocks

Starting point Everyone works differently. Hartley Building Services organises work so that people can show what they can do. We work out what helps together with the employee. A working agreement is a condition for good work, not a favour or an exception. Nobody needs to disclose a diagnosis for this. Workplace adjustments An employee or line manager can suggest a workplace adjustment to the HR team. We do not ask what someone has; we ask when their work goes best and what is needed for that. Together we choose one or two adjustments that make the most difference, and we record them in writing, for example in a workplace adjustments passport that the employee keeps. After three months we look together at whether the load has really reduced, and not just moved to another time. Agreed adjustments stay in place if the employee or the line manager changes role. We also meet our duty to make reasonable adjustments under the Equality Act 2010, and we do not wait for a diagnosis before we talk about what helps. Employees can also apply to Access to Work, which may help pay for extra support at work, such as a job coach or specialist equipment. Recruitment and selection We describe jobs in terms of tasks, not personal traits. Candidates are told in advance who will be at the interview, how long it will take and which questions will be asked. Where possible, we ask for a trial task from the real work instead of a hypothetical situation. Every candidate can ask for adjustments to the process, without having to explain why. We do not ask applicants about their health before a job offer; the Equality Act 2010 restricts such questions. Meetings and communication For every meeting, the agenda is out the day before, with what is being asked for each item: for information, for discussion or for decision. Decisions are in writing within a day. Contributions can also be made in writing, before or after the meeting. In online meetings, cameras are optional. We confirm verbal instructions briefly by email: what needs to be done, by when and for whom. Sickness absence and return to work During sickness absence we follow our absence policy and the advice from occupational health. Line managers do not ask about a diagnosis or treatment; questions about health are for occupational health or the employee's GP. If a fit note says the employee may be fit for work with adjustments, we discuss together how to put those in place, for example through a phased return or amended duties. A return-to-work plan builds up in predictable steps, with fixed moments to adjust together, and also looks at what changes about the work. The HR team supports line managers with this. Annual review Every year, Hartley Building Services uses the neuro-inclusion scan to check whether these agreements still exist and still work. Anything we have arranged three times for one person, we make the standard for everyone.