Employer FAQs
Frequently asked questions to help you take that first step towards becoming a disability confident employer
A. No, ECL's Inclusive Employment service is funded by Essex County Council and is free of charge to employers.
A. We match great candidates to your job opportunities, support you and the candidate throughout the recruitment process, and then provide continued support once they have been appointed. Visit Employer information for more detail.
A. The Inclusive Employment team will support a candidate for as long as required to ensure they are confident to carry out their job independently. Once the employee is working independently we will stay in touch and we can reinstate additional support if there's a change in circumstances.
A. We have a diverse range of candidates ranging from individuals with mild learning disabilities or autism who tend to thrive on routine work, to neurodiverse candidates with higher education qualifications.
A. We can provide guidance on an individual basis, such as adjusting recruitment and employment processes to make them more accessible and less anxiety inducing for an individual. We do not provide training at an organisational level but we can signpost you to organisations that can help.
A. ECL provides a free service to provide great candidates with the skills and experience that match your requirements and then supports them to sustain their work with you. Our carefully matched candidates can do an equal job to someone without a disability, and often with minimal or no adjustments, therefore, we do not offer additional financial incentives for employing a candidate. You can contact your local council to enquire about available grants or incentives.
A. This will depend on the individual. If specialist equipment is required we can signpost you to Access to Work, a government scheme that can help pay for specialist equipment that enables an individual to access work.
A. No, employers do not need special insurance to employ someone with a learning disability or autism, but they do need to follow certain procedures and make reasonable adjustments.
A. Employers should make reasonable adjustments to ensure that employees with disabilities are not disadvantaged. According to the Business Disability Forum the average cost of a reasonable adjustment is £75 per individual and many are less expensive or even free. Examples of reasonable adjustments include:
Making the recruitment and selection process less daunting, for example, having a short practical assessment or job trial in the workplace so a candidate can demonstrate their skills rather than undergoing an interview, or allowing a support person to accompany the candidate throughout the selection process.
Using communication methods that are appropriate for the individual, for example providing clear, unambiguous written instructions, or using messaging or text to speech apps for those who are non-verbal or uncomfortable with face to face conversation.
Providing access to quiet spaces to avoid triggering sensory overload from noisy and busy environments.
Allowing use of noise-cancelling headphones or ear defenders in noisy environments.
Permitting job coaches or interpreters in the workplace.
Providing a structured working day
Excusing employees from team building or social events.
A. Access to Work is a government scheme that can help pay for workplace adjustments and other support costs. This could include job coaching, equipment, travel costs, and support workers.
A. No. Employees with disabilities should be treated the same as other employees.
A. No. Under the Equality Act employees with disabilities should be paid the same rate as other employees for the same or equivalent work.
A. ECL will support you to provide employees with clear and accessible information.