• Refrain from asking job applicants health or disability-related questions until after a job offer has been made, unless it is necessary for adapting the recruitment process or establishing whether the job applicant can fulfil the intrinsic functions of the job.

  • Recognise that unfavourable treatment on grounds related to an individual’s disability, for example, poor performance or sickness absence caused by disability will be unlawful unless justified.

  • Be prepared to make all reasonable adjustments to policies, procedures and practices and to physical features of premises, in order to accommodate the needs of a particular disabled employee or job applicant.

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