Disabled people should be handled in the same way as other people when it comes to tackling poor performance - the key consideration here is to ensure that unsatisfactory performance is not due to disability.

If it is then reasonable adjustments needs to be considered to enable the person to have every chance of demonstrating their ability to perform their job satisfactorily.

• People who are responsible for staff are disability confident
• Put into place reasonable adjustments that are informed and effective
• Monitoring & evaluation of reasonable adjustments needs to be undertaken by people who have disability expertise
• Consider the recruitment of a Job Coach who can work with the individual and team members to enable observation and support
• Alternative arrangements may need to be put into place if disability is impacting on a particular job task
• Ensure employment policy, processes and procedures are robustly imbedding disability & equality legal imperatives.