Under South African legislations, employers are responsible for accommodating employees with disabilities to perform their daily duties – within reason. While this might seem daunting, there are many ways to accommodate returning employees or new hires with disabilities that is cost effective and beneficial to the organisation!
Retaining talent
By offering reasonable accommodation to employees returning to work, companies retain skilled employees and avoid the cost of replacing staff.
“High staff turnover is expensive. Replacing employees takes time, money, and effort through recruitment, onboarding and training,” shares Phumla Motsa, founder and lead occupational therapist at Motsa Health. “Instead of losing skilled staff, consider how reasonable accommodation can keep them in their roles and contribute to your business goals.”
“Supporting these employees not only preserves institutional knowledge but boosts morale and loyalty across the team,” she adds.
Small changes make a big difference
Team members who develop temporary or long-term health conditions can easily accommodated with small changes that will empower them to stay productive and engaged.
“A reasonable accommodation doesn’t mean lowering standards. It means adjusting how tasks are completed to allow equal opportunity,” Phumla explains. “Accommodations can be as simple as a modified schedule, assistive devices, or a revised seating arrangement, and many come at minimal cost.”
Return-to-Work Assessments
A very helpful tool to establishing the accommodations needed are the standardised and verifiable Return-to-Work Assessments done by occupational therapists. These assessments ensure that employees can safely and effectively complete their work even when facing healthy challenges. They look at the physical, emotional and cognitive demands of the job compared to the employee’s current abilities or limitations.
Following these professional insights, companies can be assured that accommodations made are grounded in medical and functional evidence to benefit both the employers and employees.
Simplify the process on building an inclusive workplace by consulting with experienced and qualified occupation therapists on a Return-to-Work Assessment.
