A recent reported employment tribunal case against the pub chain, JD Wetherspoons PLC, has reminded us about the need to make reasonable adjustments during investigations/disciplinaries/appeals for employees with disabilities, particularly conditions like autism.
In summary, as a minimum, you should always be doing the following:-
- Send any relevant forms or policies in advance of any meetings
- Explain any forms or policies on a one-to-one basis
- Give reasonable prior notice of all meetings
- Consider giving the opportunity to do the meetings online eg Zoom
- Ask if they would like any help from a friend/colleague/support person
- Make contact with their helper if they choose one
- Give the right of accompaniment at any meetings by the helper
- Try to resolve any issues informally where possible
- Check in with them at regular intervals
- Ask how they are doing
- Ask if they need any other help or support
You might want to keep this as an aide-memoire for next time!