Case study: Adjustments for an employee with diabetes

A newly diagnosed insulin dependant diabetic police officer was referred to the Occupational Health Unit by their HR Officer. During the consultation all aspects of the condition that may have impacted on their police officer work was discussed. The discussion included practical considerations such as storage of their insulin at the correct temperature, while at work. As a result of the consultation a fridge was supplied by the force to enable the insulin to be stored appropriately.

Other reasonable adjustments were made to the role including an agreed reduction in working hours for a period of time until the officer’s insulin dosage had been adjusted appropriately to allow for a reduction in symptoms.

Consideration was given to ensure that the officer received support but was not treated differently where appropriate. An example of this was in relation to overtime. Once the officer was well enough to undertake full hours, a specific area of the risk assessment covered the issue of overtime. A control measure was that the officer could be offered unscheduled overtime, but there should be no expectation that this would be worked, i.e. they were to be given the same opportunities as their colleagues but it remained the officer’s choice whether to work the overtime, dependant on their health at the time of the request.

The officer was provided with specialist dietetic advice funded via the force, to enable them to understand the correlation between various food groups and blood sugar levels, thereby assisting their overall control.  Finally they were given disability leave to attend two diabetic courses.

Julie Pitts Occupational Health Nurse manager:  “It can be a very frightening situation for an officer when diagnosed with diabetes. They often have concerns regarding the potential impact on their career and can sometimes fear that they may be ill heath retired. Occupational Health Staff can do much to reassure the officer during this difficult time and support them to remain at work. It is important to focus on what the officer can do and to explain to both officer and their line manager regarding reasonable adjustments, many of which may be temporary, until the condition becomes stabilised.”

(www.leics.police.uk)