Various factors can be signs that employees have a physical or mental disability and that the work must be designed accordingly:
- more frequent absences
- declining productivity or motivation
- indications in the appraisal interview
- results of the risk assessment
- findings within the framework of company integration management
- accident or diagnosis of illness
- Findings within the scope of a rehabilitation measure
It may be that employees themselves are not aware of their health impairment or conceal their problem for fear of negative consequences. If the direct manager is attentive and caring and observes reduced performance or unusual behaviour, he or she can become active - by seeking dialogue and signalling help. The aim is to avoid a deterioration in the state of health and ultimately higher follow-up costs.
Depending on the size and nature of the company, other operational actors can also see whether support is appropriate. These could be - representatives for severely disabled persons, staff or works council, the employer's inclusion officer, safety officers, the company medical service or disability management.
A trusting, open working atmosphere is important. In this way, problems can be brought up and helpful steps can be taken.