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Disability Support for Members of Staff

Here you will read about the University of Bath's approach to disability and how we support disabled members of staff.


We value, promote and celebrate inclusion, challenging discrimination and putting equality, diversity and belonging at the heart of everything we do.

We aim to be an inclusive university, where difference is celebrated, respected and encouraged. We truly believe that diversity of experience, perspectives, and backgrounds will lead to a better environment for our employees and students. This is evidenced by our commitment to our Disability Confident leader status.

Unlike Students, we do not have a separate disability service for staff; we have worked with colleagues across the University and raise our expectations of support for our disabled community through making workplaces adjustments and accessible as possible. To help support you in reaching your full potential.

Information on this page has all the information you need as a potential disabled person thinking of joining our community or an existing staff member who is unsure of what support is available.


If you are considering applying for a role with the University of Bath, our recruitment team have put together a detailed ‘help with applying guide’. You are encouraged, in a safe environment, to disclose your disability and ensure a guaranteed interview if you meet the essential criteria. They will then discuss with you what adjustments can be made to the application, interview/selection process to ensure your needs are met.

Adjustments could include, but are not limited to, availability of job descriptions and application forms in different formats such as large print or braille; correspondence or anything you may need when visiting us for an interview, for example, additional time for those with dyslexia; a job coach to attend and support you or the provision of assistive technology for work based assessments.

Entering employment

As a new employee joining the University of Bath we aim to ensure that we have everything in place to support you prior to your first day. Working with the Recruitment team to process your pre employment health questionnaire, we would gain your permission to liaise with HR Advisor and your new line manager to ensure our agreement for adjustments plan is in place. This will include a workstation assessment and if required a Personal emergency evacuation plan.

Travelling to campus

The University has undertaken major programme of works to improve access for our disabled community. Our campus map shows locations of wheelchair and accessible parking. We have also worked with Accessible Able, who are the UK’s leading provider of access information, to provide details about accessibility of parking, route around campus and our buildings and facilities.

Assistive Technology

Making an appointment with our Assistive Technology team. They can help obtaining specialist IT equipment and software to help increase your productivity and improve your access to technology.

The University of Bath licenses Microsoft windows and office 365. Microsoft has an accessibility commitment and has functionality built into all applications.

External Support

Access to Work provides practical, individually-tailored advice and support to disabled people who are in, or seeking, paid work. It is a government scheme and is an important source of funding for disability support. If you are a new member of staff at the University, please make your first Access to Work application within the first six weeks after starting work here, because, in these circumstances, Access to Work will be more likely to cover up to 100 percent of the approved costs of your adjustments. An application to Access to Work needs to be made by you, as a disabled member of staff; no one can apply on your behalf. However, if you need any assistance with this you could talk to your HR Advisor.


aFLAME is a forum for disabled staff and PGR students to connect, network and discuss issues of shared interest. They aim to provide a space for our disabled staff and research students to come together, discuss topics of interest and build connections across the University. If you would be interested in joining the network email:

Wellbeing and Support

We have adopted the whole university approach to wellbeing and aspire to create a environment and organisational culture that enhances health and wellbeing across our community. Visit the wellbeing pages to access blogs, podcasts and research but also explore wellbeing events, groups and networks along with access our ‘prevent’ resource pack.

Managing absence/Disability Leave

We have developed a policies to ensure that during the course of employment the University Line Manager, manging staff with disabilities in a positive manner. The disability leave is a policy allowing reasonable adjustments for paid time away from work for disabled employees who need treatment, rehabilitation or assessment related to their disability. It maybe for long or short periods of time.

The managing absence policy has been modified for our disabled community and reasonable adjustments may be made in relation to sickness absence.

Frequently asked questions

Do I have to tell the University I am disabled? The University is working hard to create an environment in which staff and students feel confident to declare their disability. Telling us you have a disability is particularly important if you might need any reasonable adjustments to carry out your job. We encourage staff to record their personal data, including their disability status, through Employee Self Service. You have the right to stipulate that this information is not divulged beyond HR.

Should I talk to my line manager? We encourage staff to talk to their line manager if you have a disability or think you might have a disability. Our Managers have a key responsibility for your general wellbeing and ensuring you have access to a full range of support and opportunities. You should discuss with your line manager any impact your disability has on your work, and what reasonable adjustments you need to do your job now and in the future – to the best of your ability. Once the line manager is aware, they can put adjustments in place and/or seek advice from your HR Advisor. This might involve referring you to other services like Access to Work or Occupational Health.

Who is my HR Advisor? You can contact HR via visiting the HR webpage. You might prefer to speak to your HR Advisor on how to approach your line manager, if you are nervous. For HR to provide full advice and support, it is very likely that your line manager will become involved. HR are likely to be involved to help put the adjustment plan in place. Please be assured everything discussed with your line manger and HR will be treated as sensitive data and confidential.