How to Support Employees with Visual Impairments

The NHS states there are more than 2 million people living with sight loss in the UK. Of these, around 340,000 are registered as blind or partially sighted (BPS).

As we celebrate World Braille Day on the 4th of January, it’s important that employers support anyone with Visual Impairments (VI) at work. This can range from making workplace adjustments to eliminating discriminatory actions.

Neglecting your lawful duties can lead to serious consequences; like facing tribunal claims, causing reputational damages, and losing talented workers. For more information on supporting employees with blindness or partial sight, call one of our expert Health and Safety Consultants for free.

In this guide, we’ll look at what Visual Impairments are, what the laws cover, and how to provide the best support for employees with VI.

What is a Visual Impairment?

A Visual Impairment (VI) is a reduction in a person’s sight. It’s to such a level that it can cause difficulties to their everyday life.

Visual Impairments cannot be fixed by glasses or laser eye surgery. Some people are born with them; others may get them through a physical injury. Eye diseases like Glaucoma or Age-related Macular Degeneration (AMD) are common VI conditions.

It can be fairly obvious to know if an employee is blind or has partial sight. However, there are situations of hidden blindness, where a person’s sight deteriorates over time. Employers need to ensure all staff members work safely and in good health – especially for people who are visually impaired.

What are the effects of Visual Impairments?

Many Visual Impairment conditions are age-related, so it’s common for elderly people to have it. However, VI can affect anyone, in all manner of ways. Some of the most common effects include:

• Light sensitivity.
• Poor vision in the dark.
• Transition time from light to dark (or the other way round).
• Involuntary eye movement.
• Partial or complete blindness.

What challenges can employees with Visual Impairments face?

Visual Impairments can present all kinds of workplace challenges for employees with blindness or partial sight. Some of the main issues include being unable to:

• Navigate around the office (especially in large or open spaces).
• Create or read text documents (especially ones with images/ diagrams).
• Use everyday technology and software applications.
• Notice signs and avoid obstacles.
• Recognise people who are speaking to them.
• Read body language or non-verbal cues during personal interactions.
• Fully participate in virtual meetings (especially when people use messaging chats or on-screen inaccessible displays).

What legal rights do employees with Visual Impairments have?

Every employee has access to a range of statutory employment rights – including those who are visually impaired. Disability discrimination is one of the main ones, which is highlighted under the Equality Act 2010.

Employers must make reasonable adjustments when:

• They know (or could reasonably be expected to know) someone is disabled.
• A disabled staff member or job applicant asks for adjustments.
• A disabled staff member is having difficulty with any part of their job.
• Someone’s absence records, sickness records, or delayed return to work is connected to their disability.

Employers who breach or neglect their duties, or even cause discrimination, could be held legally liable. Employees could raise a claim to an employment tribunal which can result in serious consequences for your business.

How to support employees with Visual Impairments

Employers must take the right steps when it comes to supporting an employee with a Visual Impairment. Not just because it’s your legal duty, but it also protects their emotional wellbeing, confidence, and engagement.

Let’s take a look at ways to support employees with Visual Impairments during work:

Assess the situation

People who are visually impaired can suffer from all manner of problems. That’s why employers should start by assessing the employee’s situation. If they’re comfortable, ask them about their individual situation and how it’s affecting their daily work life.

Some VI employees may own a Workplace Adjustment Passport (WAP) containing details. For further advice, employers may seek professional advice from groups like the Royal National Institute of Blind People (RNIB).

Conduct a risk assessment

Employers should conduct a risk assessment for all VI employees. This shouldn’t be restricted to their work area; but include other accessible areas. For example; entrances, exits, bathrooms, canteens, breakout spaces, and evacuation areas.

Liaise with your Health & Safety officer to ensure your assessments cover all potential risks. Ask your specialist officer to focus on disabled persons as individuals – not as people with the condition in general. Seek specific medical advice about the individual and directly ask them about reasonable adjustments.

Make reasonable adjustments

Employers are legally required to make reasonable adjustments for those with medical conditions, like Visual Impairments. These can include the following:

Software: Like, Screen Magnification, Screen Reading (Text to Speech), and Dictation Software (Speech to Text or Speech Control). Most of these are outlined under Government Digital Service Testing Guidelines.

Magnification: Like, magnification for paper documents. (These can also digitalise documents through Optical Character Recognition (OCR) software).

Devices: Like, Braille devices, larger screens, and high-visibility keyboards.

Adjustments: Like, suitable display screen equipment, fixed desk locations, and service dogs (with proper facilities to support them on site).

Use assisted software

There are all kinds of assistance software and aids for blind and visually impaired people; which can be used in both personal and professional capacities. Speech to text/voice technology and mobile phones for visually impaired people are the most innovative examples in the industry.

Invest in assisted software and technology to help improve work conditions for VI employees. Employers should liaise with IT departments to help maintain devices, as well as update them with latest versions.

Provide a comfortable and secure workplace environment

An employee with VI can suffer from a range of issues – varying on a day-to-day basis. Whilst employers aren’t expected to heal them, it’s important not to exacerbate their conditions through your work environment. Employers should:

• Avoid glaring, bright lights and even dark, low lights.
• Assign work areas with minimum noise interference.
• Adjust work tasks to suit individual abilities and conditions.
• Run meetings to include VI employees better.

Get expert advice on supporting employees with Visual Impairments with Peninsula

Employees suffering with eyesight problems can face all kinds of conditions, as well as levels of severity. If you know of anyone who has Visual Impairments (VI) in your business, it’s crucial to follow the right steps in aiding them.

Peninsula offers expert advice on supporting employees with Visual Impairments. We offer 24-hour H&S advice – helping you establish a positive, safe, and inclusive workplace environment for employees with eyesight issues.

Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our Health and Safety consultants today.

Sources

Blindness and visual loss | NHS

How we can help you as an employer | Royal National Institute of Blind People

Testing with assistive technologies | GOV