Key points to remember

This guidance is for you whether you are in work or looking for work.

Guidance is also provided for people doing risk assessments.

Health and safety is, on occasions, used as a false excuse to justify discriminating against disabled workers, HSE is committed to tackling this. A disability is a physical or mental impairment which has substantial and long term adverse effects on your ability to carry out normal day-to-day activities.

Health and safety and you

Everyone at work is responsible for health and safety: both employers and employees.

As an employee, you should:

• take reasonable care of your own health and safety and the health and safety of anyone who might be affected by what you are doing;
• co-operate with your employer on health and safety - for instance, follow rules, warnings or guidance;
• inform your employer or manager if you see something that might harm you or someone else.

If you have a disability or long-term health condition, you may need to tell your employer so you can:

• meet your health and safety responsibilities;
• work with your employer on any 'reasonable adjustments' that may be needed;
• work with your employer if a risk assessment is needed or if you have concerns about its results. If you have a safety representative, he or she may help.

Your employer should:

• assess and manage the work risks to everyone;
• include you in any health and safety information and training;
• involve you if they need to know whether your disability affects workplace health and safety and, if so, to what extent. This is so you can work together to find the best outcome, for instance 'reasonable adjustments' that overcome risk;
• involve others, such as specialists or your representative, if needed to understand the effects on workplace health and safety of your disability or long-term health condition;
• ask for your consent before approaching specialists or your GP (your doctor) who can advise on options for workplace adjustment;
• be sensitive and timely about making risk assessments if these are needed;
• make other, short-term arrangements to support you when delay cannot be helped (for instance, if your employer is waiting for an Access to Work grant);
• create a working environment that allows you to feel comfortable talking about your disability or long-term health condition;
• finally, employers should remember our lives can never be free from risks and they don't need to overprotect you. They should work with you to make sure adjustments are a help, not a hindrance.

Mental health

Mental health may also require adjustments in the workplace with employees and employers working together. Please see 'Dealing with my personal issues' and 'How managers can support employees with mental health problems'.