Some of the considerations in developing disability leave would be:
- Does it apply to those with short-term or longer-term disabilities?
- Does it apply to employees with a disability or also those staff who are carers of people with a disability?
- Is it paid or unpaid leave?
- What can the leave be used for, e.g. appointments, treatments, servicing disability-related equipment, training related to disability equipment or to support an employee with a disability to perform their job (i.e. assistive technology training)
- What evidence is needed to apply for the leave, e.g. medical or health practitioner certificate, does the employee need to be registered as an employee with a disability with the organisation first and does that require documentation?
- How many days of leave will the organisation support? Is it 5 days paid leave for example, and then additional leave may be considered on a case-by-case basis?