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Posted By Tracey C
Hello this is an odd question i know but i have just been asked this by our HR department. If a person has Epilepsy or Diabetes do they fall under the DDA Regulations? I personally think not as they are usually controlled by medication such as blood pressure etc, am i correct in thinking this?
Cheers
T
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Posted By Bob Thompson CMIOSH
I would say
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Posted By Tracey C
Thanks Bob
T
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Posted By Colin Reeves Diabetes UK site states "The Act defines disability as ‘a physical or mental impairment which has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities’. Progressive conditions, such as diabetes, where the symptoms would satisfy the Act’s categories if medication was not taken, are protected" http://www.diabetes.org....lity_Discrimination_Act/This may be the view of the charity - but they are the main diabetes charity in the UK so I would tend to note their point of view. Colin
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Posted By SarahP
As a H&S Advisor and an Epileptic I am aware that epilepsy is a condition covered by DDA in terms that you cannot be treated any less favourably than another person in terms of employment, unless there is a risk to safety i.e I've just moved another employee to an office job as he was a loading shovel operative who developed epilepsy and the condition is not yet under control.
Unsure about Diabetes but I personally believe to be the same issue.
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Posted By Fred Pratley
You need to operate a practical policy and ensure you communicate on regular occassion with epileptics and anyone with severe diabetes.
My experience is that we had 1 diabetic who operated a fully enclosed CNC lathe so there was no chance of him falling into moving machinery, and by developing a good relationship with him and immediate workmates we could tell when his blood sugar was "off" and get him to sort it.
This "system" works extremely well, but with another diabetic, his condition worsened to the point that he was moved to an office environment for his own safety. However, maintaining a regular dialogue from the start gave us very early indications that this was happening, giving us time to prepare.
In all cases, I believe there is an expectation on employers to make "reasonable adjustment" for anyone finding thenselves suffering with any form of impairment, irrespective of DDA.
Fred
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