You should offer your diabetic employees the same treatment as those with other health issues.  For instance, you would help colleagues who need glasses with a DSE assessment and an eye test, then make suitable adjustments for them, it is just the same with diabetics.

There are certain environments where the law either places restrictions on employing or additional monitoring responsibilities on employees;

Nevertheless, some key areas of employment have restrictions on people with insulin-dependent diabetes. These include:

  • driving long goods vehicles or those carrying passengers, i.e. jobs where people need to have a Group 2 licence
  • the armed forces
  • jobs in the aviation industry, such as airline pilots and, in some cases, cabin crew and air traffic control personnel
  • working offshore, for example on oil rigs and ships.

The Health and Safety at Work etc Act 1974 requires employers to secure the health, safety and welfare of employees at work. This includes providing a safe place of work, safe systems of work, information and training.

The Management of Health and Safety at Work Regulations 1999 (as amended) require suitable and sufficient assessments of health and safety risks at work to be carried out.

The Workplace (Health, Safety and Welfare) Regulations 1992 require employers to provide adequate welfare for their employees.

The Equality Act 2010 imposes a duty on employers to make reasonable adjustments and provide legal defence against discrimination on the grounds of disability, including disability relating to diabetes.

The law places duties on the employer to assess risks posed to their workers and, where necessary, to take action to safeguard health and safety, including health surveillance, if appropriate. This could be achieved by conducting a risk assessment, per your normal company policy.  If you would like some support in this please feel free to get in touch.