Rank: Forum user 
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In our building at work we do not have any disabled members of staff currently although the building is fully adapted for disabled access. Visitors do not enter our work areas it is a staff only building with an area elsewhere for liaising with visitors. We have a plan in place for the visitors area. Would we still be expected to have a disabled persons evacuation procedure for our work areas?
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Rank: Super forum user 
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I have some knowledge in this area as recently involved with PEEPS.
No disabled staff therefore no need for PEEP for staff, why would you?
If in the future you do employ someone with special needs then do the PEEP for that person.
No point trying to guess what you may need?
As long as you have a PEEP for occasional visitors covering all different types of disability, and you show them to the relevant persons that's all you need.
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Rank: Super forum user 
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Also please note the info below, with the emphasis on anticipatory
'Disability Discrimination Law
The Disability Discrimination Act 1995 (the DDA) imposes duties on
service providers and has changed the way organisations manage public
access. It is unlawful to treat disabled people less favourably than others,
and the law requires ‘reasonable adjustments’ to policies, procedures
and the physical environment. This requirement is anticipatory – it is not
acceptable to wait until an issue arises. In light of the DDA, building
managers should already be working towards best practice in disability
access and should look to apply some of their learning to fire evacuation
policy.'
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Rank: Super forum user 
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The first P in PEEP is for "personal" - the plan has to be personal to the individual with the disability. No individual with disability = no PEEPs. But you do need to have a mechanism that if someone becomes disabled (even temporarily), or a new employee is disabled, there will be an assessment.
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Rank: Forum user
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sharks wrote:In our building at work we do not have any disabled members of staff currently although the building is fully adapted for disabled access. Would we still be expected to have a disabled persons evacuation procedure for our work areas? What about if a member of staff breaks their leg. Would they need to be considered? Just a thought.
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Rank: New forum user
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seamusosullivan wrote:sharks wrote:In our building at work we do not have any disabled members of staff currently although the building is fully adapted for disabled access. Would we still be expected to have a disabled persons evacuation procedure for our work areas? What about if a member of staff breaks their leg. Would they need to be considered? Just a thought. The DDA defines a disabled person as someone who has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. So I wouldn't have thought you would apply it to someone that is injured at work, unless the injury resulted in substantial and long term adverse effects.
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Rank: Super forum user
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The DDA may not apply to someone with a broken leg, but that's not really the point, is it? If they are coming to work in that condition it's obvious you need to assess their safety - including how they will evacuate!
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Rank: Forum user
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You asked: Would you be expected to have a disabled persons evacuation procedure for your work areas?
I would say, “Yes”
Your building is fully adapted for disabled access (work/staff only areas and now including your visitor reception area) and evacuation procedures for disabled persons are in place for the visitor area, so go another inch and make it all complete. This one of those magical H&S moments that is not about preaching about hard hats and boots and quoting laws, guidelines and minimum requirements but a chance to promote that perfect, sharing, caring culture.
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Rank: Super forum user 
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James, I disagree for the reasons posted above. Disabilities come in all shapes, sizes and colours and cannot be catered for by a generic approach. A hearing impaired person would need an entirely different evacuation plan than someone who has learning difficulties, just as a person who needs crutches to get around is different to someone with dementia.
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Rank: Super forum user
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What I would say and what we do is; that you need a policy that says if you identify a member of staff as disabled you identify their needs ( these vary a great deal eg wheelchair or no wheelchair, can move about unaided to require some sort of support etc). Then you can produce the PEEP. No disabled person no PEEP and that can include some one who turns up with broken leg. Otherwise you end up trying to produce something that covers every single possible disability which is basically useless.
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Rank: Super forum user 
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Sharks,
You say that nobody in your office suffers from a disability. Are you sure? Nobody with history of hysteria paralysis?
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Rank: Forum user
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In reply to stuff4blokes:
What are you disagreeing with?
Sharks has already stated that there is an evacuation plan for disabled persons for the visitor area that you have not challenged and it is also stated that the building is fully adapted for disabled access that you also have not challenged.
I believe that the company being represented by Shark deserves full marks and have only advised him and his company to go one-step further, not in compliance with any laws but good for goodness sake.
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Rank: Super forum user
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james2710 wrote:You asked: Would you be expected to have a disabled persons evacuation procedure for your work areas?
I would say, “Yes”
My disagreement is that I do not think the OP needs nor should have a more extensive plan until and unless his organisation needs a PEEP and then it will need to be Personal, not generic. Many organisations have wonderful intentions but fail to grasp that one size most certainly does not fit all.
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