Remember, remember the first of October?

As of the 1st October 2004 the new Disability Discriminations Act (DDA) comes into effect, which lifts the exemption on small businesses. This means that organisations of any size will be expected to make ëreasonable adjustmentsí to their premises as well as their employment, recruitment and dismissal procedures. FirstAssist, the leading healthcare and wellbeing provider, highlights that the Act covers sensory, physical or mental disabilities, which includes stress one of the biggest causes of staff absence in the UK.

Rising levels and costs associated with staff absence means businesses are paying 500 per employee for sick leave cover per year. The Health and Safety Executive estimates that 6.5 million sick days are taken each year because of stress, costing the British Industry 3 billion a year. The new disability legislation means time has run out for businesses large and small who fail to make proactive steps to help staff find a work life balance.

Tim Ablett, Chief Executive of FirstAssist comments, ìThe changes to the DDA are an issue of concern for all businesses and highlights the need for them to address staff health and wellbeing. Stress and health audits offer employers an important insight into the issues affecting their staff and should become an integral part of staff absence management strategies. FirstAssistís BusinessCare product is an online service designed specifically to help smaller businesses cope with changes in legislation, offering expert advice and support.

ìWe are committed to helping businesses of all sizes look after the needs of their staff to get to the root cause of absence and increase performance as well as profitability. Our Occupational Health services offer 24 hour helplines staffed by counsellors and health experts, providing professional advice and support to staff and employers. By providing these services, employers can help staff deal with stress, minimising absence, facilitating an early return to work and enhancing their ability to perform to the best of their ability.î

Ablett concludes, ìFailure to comply with the DDA could result in costly legal action and businesses stand to gain more by taking a proactive approach and by adapting to the needs of disabled employees and helping them to become active, productive members of the team.î