Recruitment and disabled people

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Job specifications

The job specification (or ‘person requirements’) of a vacancy must not exclude disabled people from applying for a job.

However, some jobs may have an essential requirement that cannot be met with a reasonable adjustment.

Examples

A vacancy for a van driver says the person must be able to drive. This might exclude some disabled people, but it is an essential part of the job.

A company advertises a job with occasional travel necessary. The person could go by train so the company should not say that the person needs a driving licence.

If you reject a disabled candidate, it must be based on their performance at interview rather than having to make reasonable adjustments.

  1. Step 1 Check your business is ready to employ staff

  2. Step 2 Recruit someone

    You need to advertise the role and interview candidates. You can use a recruitment agency to do this or do it yourself.

    1. Find out about recruiting someone yourself on Acas
    2. Find out about using a recruitment agency

    As an employer you must make sure you recruit employees fairly.

    1. Avoid discrimination during recruitment
    2. You are currently viewing: Make your application process accessible for employees with disabilities or health conditions
  3. and Check they have the right to work in the UK

  4. and Find out if they need a DBS check

    You may need to check someone's criminal record, for example, if they'll be working in healthcare or with children.

    1. Find out if you need a DBS check
    2. How to do a DBS check
  5. Step 3 Check if they need to be put into a workplace pension

    Check if you need to put your employee into a workplace pension scheme:

  6. Step 4 Agree a contract and salary

  7. Step 5 Tell HMRC about your new employee