Just a quick hypothetical. If I sign away my statutory right to submit a SAR, can I ever submit a SAR with that company, or does my statutory right overrule the contract? It would be a without prejudice type of contract.
Hello lovely people of HRUK, I have been wondering for a long time when is actually the best time for both the employee and the company to disclose disabilities. If I were to use ADHD and migraines as an example so nuerodivergency, to help with visualising the concerns from the HR perspective.
Before interview: full clarity, but it could affect the outcome with a "we have filled the role with an experienced candidate" due to company risk.
During interview: still fully clear but being sprung on hiring manager could feel uncomfortable or ruin the flow of interview. Could still affect outcome.
After job offer: Some hiring managers may feel lied to because of not disclosing and having adjustments at interview which could help employee.
Sometime during job: The employee may be able to fulfill the role until something causes them to struggle and manager may feel employee is not suitable. Could also affect relationship after disclosing.
These are only my thoughts. So what do you think? Love to know how you would prefer the employee to approach disclosing and what would be best for both sides.