Principal activities of the company

public house

Company policy on disabled employees

1. Policy Statement Yocau limited is committed to creating an inclusive workplace where all employees are treated with dignity, fairness, and respect. We recognise the valuable contributions of people with disabilities and are committed to ensuring that disabled employees, workers, job applicants, and visitors are not disadvantaged because of their disability. We will comply with our obligations under the Equality Act 2010 and any other applicable legislation and will take reasonable steps to remove barriers that may prevent disabled individuals from participating fully in employment and workplace activities. 2. Scope This policy applies to: All employees, regardless of length of service Job applicants Agency workers, contractors, and consultants where applicable Visitors to company premises 3. Definition of Disability For the purposes of this policy, a disability is defined in accordance with the Equality Act 2010 as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities. Disabilities may be visible or non-visible and may include, but are not limited to: Physical impairments Sensory impairments Learning disabilities Neurodiverse conditions Mental health conditions Long-term health conditions Progressive conditions 4. Equal Opportunities The Company is committed to ensuring that no employee or applicant is subjected to discrimination, harassment, victimisation, or less favourable treatment because of a disability. Employment decisions relating to recruitment, promotion, training, development, compensation, and termination will be based on merit, skills, qualifications, and business requirements. 5. Recruitment and Selection The Company will: Provide fair and accessible recruitment processes. Make reasonable adjustments during recruitment and assessment activities where requested. Encourage applicants to inform us of any adjustments they may require. Assess candidates based on their ability to perform the essential requirements of the role. 6. Reasonable Adjustments The Company has a legal duty to consider and implement reasonable adjustments where appropriate. Examples of reasonable adjustments may include: Flexible working arrangements Adjusted working hours Modified duties or responsibilities Specialist equipment or software Accessible workstations Additional training or support Changes to workplace policies or procedures Provision of information in accessible formats Requests for adjustments may be made by employees, applicants, managers, or occupational health professionals. Each request will be assessed individually, taking into account: The employee's needs The effectiveness of the adjustment Practicality and cost Available support and funding The impact on the business 7. Disclosure and Confidentiality Employees are encouraged, but not required, to disclose disabilities or health conditions that may affect their work or require workplace support. Any information disclosed will be handled sensitively and confidentially in accordance with data protection legislation. Information will only be shared with those who need to know in order to provide support or implement adjustments. 8. Sickness Absence and Disability The Company recognises that disability-related absences may require different consideration from general sickness absence. Managers will: Consider disability-related absences separately where appropriate. Seek occupational health advice when necessary. Explore reasonable adjustments that may help reduce future absence. Support employees returning to work following periods of absence. 9. Training and Awareness The Company will provide appropriate training and guidance to managers and employees to promote disability awareness, inclusion, and understanding of legal responsibilities. Managers are responsible for ensuring this policy is applied fairly and consistently. 10. Harassment and Bullying The Company has zero tolerance for harassment, bullying, or victimisation related to disability. Any employee who experiences or witnesses inappropriate behaviour is encouraged to report it through the Company's grievance procedure. Complaints will be investigated promptly and confidentially. Disciplinary action may be taken against anyone found to have breached this policy. 11. Responsibilities Employees Employees are expected to: Treat colleagues with dignity and respect. Cooperate in discussions regarding reasonable adjustments. Inform their manager or HR if workplace support may be required. Managers Managers are expected to: Promote an inclusive workplace culture. Respond promptly to requests for support. Consider reasonable adjustments fairly. Maintain confidentiality. Seek HR or specialist advice where appropriate. Human Resources HR will: Provide guidance on disability-related matters. Support managers and employees. Monitor compliance with this policy. Ensure consistency in decision-making. 12. Monitoring and Review The Company will review this policy regularly to ensure it remains effective, compliant with legislation, and reflective of best practice. Any changes will be communicated to employees. 13. Related Policies This policy should be read alongside: Equality, Diversity and Inclusion Policy Recruitment Policy Flexible Working Policy Grievance Policy Dignity at Work Policy Health and Safety Policy Sickness Absence Policy

This report was approved by the board of directors on 1 June 2026
and signed on behalf of the board by:

Name: Clare Joyce
Status: Director