What employers can do

Your employee will understand that you cannot be expected to manage your business entirely around the needs of one worker. Simple changes and adjustments from you and other staff can make all the difference to the way their condition impacts on their aspirations, performance and career.

• Learn about their condition and understand the current level of visual impairment in your employee.
• Allow reasonable time off for consultations with ophthalmologists, counsellors and other health professionals.
• Ensure that your workplace and materials are fully accessible to people with a visual impairment, and that other staff know about the condition.
• Learn about the Access to Work scheme.
• Make yourself aware of the principles of disability discrimination law and your obligations
• Be vigilant about bullying in the workplace.
• Provide information clearly by voice as well as in writing.
• Facilitate your employee setting up their workstation as is best for their level of sight loss.
• Keep floors clear and reduce other hazards such as trailing cables around the workplace.
• Complete and regularly review a risk assessment for the workplace.
• Remember that inherited sight loss is a progressive condition and your employee’s needs may change over time.
• Allowing an employee to amend their working hours seasonally might be helpful for some – travelling in daylight could be helpful.

See also:

• Supporting an employee with an inherited retinal condition
• What employers need to know
• Health and safety
• Further reading