We have an absence/self certification form (for all absences not just sickness absence).

In the case of an employee with a disability or medical condition which would be recognised as a disability under DDA, what is good practice? Should the employee complete an absence form if they have to attend medical appointments for their disability? If not, should an employer monitor these absences or not? It’s been suggested to me that the time taken to attend these appointments is not “absence” it’s part of the employer’s reasonable adjustments.

Also, what should be included in a risk assessment with a new employee with a disability or medical condition? Does anyone have a template or checklist we could use?
Jane Buckland