Recruiting someone with Eye Sight Problems?
Discussion
Hi All
Just interviewed someone who was quite upfront about the fact that there eye sight meant they couldnt drive anymore. Was quite taken aback at first as I just assumed with the kind of role they were going for that they would be a driver. I assumed it wasn't really on to ask what the matter was and whether it was going worse or not?
We are quite a small company so I am worried about taking someone on for their health become a factor which stops them doing the job. I can't be the first person to go through this so what is the advice? I can probably get over the driving issue.
Any help appreciated.
Just interviewed someone who was quite upfront about the fact that there eye sight meant they couldnt drive anymore. Was quite taken aback at first as I just assumed with the kind of role they were going for that they would be a driver. I assumed it wasn't really on to ask what the matter was and whether it was going worse or not?
We are quite a small company so I am worried about taking someone on for their health become a factor which stops them doing the job. I can't be the first person to go through this so what is the advice? I can probably get over the driving issue.
Any help appreciated.
How small a company is small?
http://www.legislation.gov.uk/ukpga/1995/50/sectio...
Essentially if your company has over 15 employees you cannot discriminate on the grounds of disability.
http://www.legislation.gov.uk/ukpga/1995/50/sectio...
Essentially if your company has over 15 employees you cannot discriminate on the grounds of disability.
Without knowing the nature of the job it's hard to comment on whether you should consider them for it or not.
I think you have a right to ask about any conditions which may affect their ability to do the job but If you are concerned then I would advise that you do not mention these concerns at any point to them or refer to it in any correspondence or there is a danger of them claiming that you discriminated against them when deciding on who to employ.
If you have an HR adviser I would speak to them about it.
I think you have a right to ask about any conditions which may affect their ability to do the job but If you are concerned then I would advise that you do not mention these concerns at any point to them or refer to it in any correspondence or there is a danger of them claiming that you discriminated against them when deciding on who to employ.
If you have an HR adviser I would speak to them about it.
If they meet the requirement of the Person Specification or Job Description that they have applied for and are the best person for the role, not appointing them could be challenged. However, 'if a disabled person applies for a job and they are not the best person for the job, then the employer does not have to appoint them.'
More here:
http://www.equalityhumanrights.com/advice-and-guid...
and here:
http://www.direct.gov.uk/en/DisabledPeople/Employm...
Good luck!
More here:
http://www.equalityhumanrights.com/advice-and-guid...
and here:
http://www.direct.gov.uk/en/DisabledPeople/Employm...
Good luck!
If it's just eyesight then I wouldnt worry. You might have to make some mild adaptations - larger computer screen for example, but if driving is not going to be core part of their role then I'd suggest it's not a big issue.
I'm not sure how you get round to asking if it is degenerative, for example which might need increasing adaptations?
I'm not sure how you get round to asking if it is degenerative, for example which might need increasing adaptations?
Thanks guys. I have been pondering this and came to broadly the same conclusion. They are probably a pretty good fit for the role and with a few minor concessions on our part they can be made to work quite effectively I think.
I guess I will find out in due course if the condition is going to get worse and we can work something out at that point.
The company is still less than five employees at the moment as we use a lot of sub contractors. I am hoping by converting one of the sub contractor roles in to permie I can save a few quid whilst getting a better service.
I guess I will find out in due course if the condition is going to get worse and we can work something out at that point.
The company is still less than five employees at the moment as we use a lot of sub contractors. I am hoping by converting one of the sub contractor roles in to permie I can save a few quid whilst getting a better service.
A few years ago I had problems with someone who had an eyesight problem. The problems which aren't immediately apparent are based on Health and Safety. If someone can't see properly they could easily trip over something inadvertantly left on the floor, a step, use wrong cleaning products etc.
In my case it was a small retail store and there were plenty of problems as he couldn't read what was on the computer screens that worked with the till - shoplifting was an issue as he couldn't see properly so was seen as an easy target. The back store was sometimes left in a dangerous state due to negligence caused by his eyesight problems. He was suspended from the Company on full pay for over 6 months before a medical report meant he could eventually be dismissed. Company has since ceased trading.
Obviously, it depends on what type of job he's likely to be doing, just be aware of other issues.
In my case it was a small retail store and there were plenty of problems as he couldn't read what was on the computer screens that worked with the till - shoplifting was an issue as he couldn't see properly so was seen as an easy target. The back store was sometimes left in a dangerous state due to negligence caused by his eyesight problems. He was suspended from the Company on full pay for over 6 months before a medical report meant he could eventually be dismissed. Company has since ceased trading.
Obviously, it depends on what type of job he's likely to be doing, just be aware of other issues.
davepoth said:
How small a company is small?
http://www.legislation.gov.uk/ukpga/1995/50/sectio...
Essentially if your company has over 15 employees you cannot discriminate on the grounds of disability.
Out of date legislation now replaced by the Equality Act 2010http://www.legislation.gov.uk/ukpga/1995/50/sectio...
Essentially if your company has over 15 employees you cannot discriminate on the grounds of disability.
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