Employing a blind or partially sighted person
If you are an employer, we can help you retain a current employee who is losing their sight, and we can help you to take on someone who is blind or partially sighted.
Blind or partially sighted people should not be excluded from employment - nor should sight loss equal job loss.
Advances in technology mean that blind and partially sighted people can now overcome many of the barriers to work that they faced in the past, and government schemes like Access to Work mean that many of the costs can be met.
Guide to employing a blind or partially sighted person
We understand that, as business, you may have concerns about taking on someone with sight loss, or about an existing employee who is losing their sight.
Our guide to employing blind and partially sighted people has been designed to address those concerns and to set out the benefits of employing a blind or partially sighted person. It covers everything you need to know about employing someone with sight loss, from the recruitment and interview process, to making sure an employee has the right equipment in place to carry out their role.
There are simple steps you can take to ensure that a blind or partially sighted employee is an asset to your organisation.
The employer's perspective: a case study
Afshan Nawaz heads up a small London law firm employing six people. The firm recently took on Joanne who is registered blind. She is completely blind in her right eye and has limited vision in her left eye.
Afshan, Joanne's employer, says:
"Joanne's ambition and work ethic is something to be admired. I think it's all too easy for employers to focus on what a person with a disability can't do, rather than all the things people like Joanne can do."
"We haven't incurred any additional costs due to employing Joanne and the Access to Work scheme has been really efficient; recommending and funding different pieces of equipment that will help Joanne at work.
"Joanne's sight loss hasn't stopped her from any of her day-to-day duties, including interviewing new clients, making applications to the Home Office and issuing judicial review applications in the high court.
"Joanne has been able to complete all her work with just a few extra pieces of equipment, including a larger computer screen with the resolution set to maximum and a portable magnifier for reading small print documents."
The application and interview process
Our application and interview process section offers practical advice on making sure that your recruitment process is fair.
How technology helps
Our IT and accessibility section tells you everything you need to understand about how blind and partially sighted people use computers.
Our work-based assessment section provides information on specialist assessments that recommend equipment, software, and adjustments that would better allow an employee to fulfil their role.
Access to Work
The Government's Access to Work scheme can help you to meet any costs arising from employing a blind or partially sighted person.
Find out about your legal duties as an employer under the Equality Act.
The business case for job retention
We believe that sight loss should not equal job loss, and strongly recommend that you make all efforts to retain a person who is losing their sight. Retaining an employee who is losing their sight means that your business can continue to benefit from the skills, knowledge, and relationships they have built up over time.
We've published a report called 'Vocational rehabilitation: the business case for retaining newly disabled staff and those with a long-term health condition'. The report explores the positive impact of job retention on both the employee and the employer.
Knowledge and research hub
We are a leading source of information on sight loss and the issues affecting blind and partially sighted people. Access our statistics, evidence and reports in our research hub.Visit the research hub