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.
With the increase in accessible technology and the financial support of the government’s Access to Work scheme, retaining an employee can be easier and more cost effective than you think:
Avoidance of redundancy pay or the costs associated with terminating employment
Reduced costs of someone on long-term sick leave
Reduced costs of recruitment and induction training for replacement staff
Avoidance of potential costs from a claim arising from disability discrimination cases
Added benefits of increased staff loyalty and morale, as well as a workforce more representative of its customers and community.
By retaining an employee who is losing or has lost their sight, you will also help them maintain their income and independence.
An employment retention plan is a way to keep valuable, established members of staff if they become newly disabled or develop a long-term health condition. With an employment retention plan, the employee undergoes a work-based assessment to determine their capacity to work. The assessment helps establish what adjustments are needed to enable the employee to adapt to their health condition within the work context. After the work-based assessment is complete, the employer and employee agree a plan, setting out the support and training necessary to enable the employee to return to work.
Let's Work Together is an RNIB guide to help employers keep employees with sight loss. It's full of useful information about visual impairment, technology, the law and practical support.
Fit for Work is a service that helps employees stay in or return to work. The service operates across Great Britain. It provides an occupational health assessment and general health and work advice to employees, employers and GPs. It is designed to complement existing occupational health services provided by employers, and aims to fill the gap in support that currently exists, especially for those employers who have limited in-house occupational health services.
NICE guide on managing long-term sickness and incapacity for work
ACAS guide on managing attendance and employee turnover
The Health and Safety Executive guide on Managing Sickness Absence