Keeping a newly disabled person in employment has a cost benefit of at least 2.5 times an employer’s investment. This is a key finding of a report launched today (6 October) at the Health and Wellbeing Conference by the Royal National Institute of Blind People. The report outlines the business case for employment retention, showing how it can deliver financial benefits to the economy, to employers and to employees.

Evidence from the Department of Work and Pensions shows that 92 per cent of people who left work because of their disability or impairment felt that they could have stayed in their job had interventions been made*. However, they were not offered any adaptations, aids or adjustments. The principal benefits of employment retention are that it allows the employer to retain the employee’s accumulated skills and experience, and the employee to maintain income and independence. Other savings for businesses include: avoidance of redundancy pay or the costs associated with terminating employment and reduced costs of someone on long-term sick leave, the costs of recruitment and induction training for replacement staff, avoidance of costs from a claim arising from disability discrimination cases, intangible benefits of increased staff loyalty and morale, as well as a workforce more representative of its customers and community.

Report author and RNIB Campaigns Officer, Philip Connolly says: “Having examined the data, RNIB is calling on employers to support vocational rehabilitation and adopt proactive employment retention policies. Not only will these provide better outcomes for the individual, they will also help businesses save money and keep valuable staff.” Michael Young is an IT support engineer working for Aeroflex, a firm which makes test equipment. Michael has retinitis pigmentosa, and since joining the firm in 1998 has been slowly losing his sight. Beverley Vincent, Head of Human Resources at Aeroflex, said: “Aeroflex has always promoted a positive approach towards employees with disabilities. As a company we work with our employees to offer them the support and tools required to carry out their tasks effectively. We have robust policies in place that coach line managers to play a vital role in ensuring that the necessary adjustments are provided for both newly disabled employees and those with long term or degenerative health conditions.”

She added: “Having these measures in place is not only best practice; it also makes good business sense as it allows us access to a wider labour market. It also enables us to maintain productivity, enhance employee engagement, and reduce staff churn and recruitment costs.” Mr Young said: “As my sight deteriorated over the years, Aeroflex helped me acquire CCTV magnifiers and other aids to allow me to continue in my role. When my sight deteriorated further Aeroflex offered me a position, using my existing skills and experience, within the IT department. With the aid of a screen magnifier and screen reader, arranged through Access to Work, I’m able to work as part of a team supporting over 1000 staff across Europe.”

Adoption of employment retention is likely to become more important with time. The Government is raising the retirement age and an older workforce will mean that there will be more disabled workers too, since disability is more prevalent with advancing age. John Taylor, Chief Executive of ACAS said: “ACAS firmly supports measures to retain employees who acquire health issues or long term impairments. There are strong business reasons for doing so and this report makes the case convincingly, setting out the costs and the potential savings that can be realised by a policy of vocational rehabilitation.” RNIB is calling on businesses to adopt an employment retention policy in line with current best practice and guidance and to sign the employment retention charter available at www.rnib.org.uk/campaigns