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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