New Acas Research Highlights the Importance of Early Support for Disabled Employees
Schools and trusts are being encouraged to take a proactive approach to supporting disabled employees following the publication of new research commissioned by Acas. The research highlights how workplace conflict often arises not because of a person's disability itself, but because of difficulties in obtaining support and understanding at work.
The study, carried out by the National Centre for Social Research, explored the experiences of disabled employees who had encountered workplace conflict. Its findings provide valuable lessons for employers about the importance of communication, early intervention and effective workplace support.
Understanding the causes of workplace conflict
Participants in the research frequently described challenges around securing reasonable adjustments and having their support needs recognised. Delays, misunderstandings, inconsistent approaches and poor communication were common themes.
The research found that employees with non-visible disabilities, fluctuating health conditions and neurodivergent conditions sometimes felt their needs were questioned or not fully understood.
Issues relating to flexible working, sickness absence, performance management and conduct procedures were also identified as common areas where disagreements could arise if disability-related needs had not been properly considered.
The crucial role of managers
One of the strongest messages from the research is the important role managers play in preventing workplace issues from escalating.
Employees reported more positive experiences where managers:
- listened and responded to concerns promptly;
- took time to understand individual circumstances;
- worked collaboratively to find solutions; and
- focused on support rather than assumptions.
Where concerns were left unresolved or communication broke down, relationships often deteriorated and conflict became more difficult to resolve.
Why early conversations matter
A key finding of the research is that many disputes escalated because opportunities for informal discussion and early resolution were missed. Employees described situations where formal procedures were introduced before underlying support needs had been fully explored.
The consequences can be significant for everyone involved.
Unresolved conflict may affect an employee's wellbeing, confidence and ability to remain in work. It can also impact working relationships, productivity, attendance and staff retention.
What can schools and trusts do?
While every situation will be different, the findings offer several practical reminders for education employers.
Schools and trusts may wish to consider:
- ensuring managers understand disability-related needs, including non-visible and neurodivergent conditions;
- discussing adjustments and support requirements early and collaboratively;
- keeping agreed adjustments under regular review;
- considering whether concerns relating to attendance, performance or conduct may be linked to unmet support needs;
- creating a culture where staff feel comfortable discussing disability-related issues; and
- making use of support services such as occupational health, mediation or other specialist advice where appropriate.
A timely reminder for education employers
The central message from the research is a simple but important one: early, informed and respectful support can prevent many workplace issues from developing into formal disputes.
For schools and trusts, taking the time to listen, understand and respond appropriately to disability-related needs can help foster positive working relationships, improve wellbeing and create a more inclusive workplace for all staff.
