Tenants with long term health conditions and disabilities

4 min read

Along with our video, this page provides advice if your tenant has any long-term health condition or disability that impact their ability to work or live independently, including: 

Sick leave

Employees have the right to take time off work due to ill health. If the absence lasts more than 7 consecutive days (including bank holidays, weekends and non work days), the employer may require a fit note (also known as a “sicknote”) from a qualified healthcare professional, such as a GP, hospital doctor, or nurse.

If the fit note states ”may be fit for work”, the employer must discuss possible adjustments, such as, reduced hours, lighter duties or remote working. If no agreement is made, the note should be treated as “not fit for work”.

Sick pay

To qualify for  Statutory Sick Pay (SSP), an employee must:

  • Be classed as an employee and have done some paid work
  • Earn an average of at least £123 per week
  • Be off sick for more than 3 consecutive days including non-working days
  • Have linked periods of sickness of more than 3 days, within 8-week period

These rules apply to bank, agency, and zero hour contracts. Employers must explain why SSP is not paid if they refuse. Employees who have received 28 weeks of SSP or who are receiving Statutory Maternity Pay are not eligible.

The Citizens Advice Bureau  can provide further advice and assistance on SSP.

Returning to work

Employers must make changes to an employee’s working conditions if they are classed as disabled. These changes are known as ‘reasonable adjustments’ and could include working shorter or more flexible hours or adapting equipment for their sole use at work.

Free advice is available from  Fit to Work on managing health conditions at work.

In addition, an Access to Work grant can help pay for:

  • Special equipment, adaptations or support worker services to help, like answering the phone or assistance during meetings
  • Help getting to and from work
  • Mental health support
  • Communication support at a job interview (for example, a British Sign Language interpreter or a lip speaker)

Dismissal during a period of long-term sickness

Employers can dismiss staff after a long period of sick leave, But only as a last resort. Before considering dismissal, they must explore alternatives, by offering adjusted work duties or hours, offering alternative roles or provide training or support. If the employee can return to work as the health condition has improved a return-to-work date should be agreed by both parties. Any employee who believes they have been unfairly dismissed can seek further advice and take their case to an employment tribunal.

Disability

Under the Equality Act 2010, a person is considered disabled if they have a physical or mental impairment that has a substantial and long-term effect on their ability to carry out everyday activities.

Disability related financial support

Suitable housing

The council’s housing allocation policy sets out who is awarded priority need on the waiting list. Priority or ‘reasonable preference’ is awarded if there is a need to move due to health conditions or disability. More information and to register for social housing can be found on the Reading Borough Council’s Homechoice page.

Reasonable adjustments

Under Section 20 Equality Act 2010 (EA 2010), landlords or property managers must make reasonable adjustments for disabled tenants, but this includes the owner of a property, an estate agency or management company.

Landlords must take reasonable steps to remove or reduce any disadvantage caused by their policies, practices,  or any physical feature of the property. This could include changing a part of the tenancy agreement, such as allowing an assistance dog where pets are usually not permitted. It may also involve providing information in a different format, like large print, braille, or an easy-read version of the tenancy agreement.

These changes aim to ensure disabled tenants are not treated less favourably than others and have equal access to their home and tenancy rights.

However, landlords are not normally  required  to make structural changes that would permanently alter the property. For example, there is no obligation to remove walls, widen doorways or install permanent ramps.  These kinds of alterations go beyond the scope of what is considered a ‘reasonable adjustment’.

If a tenant requests a change, it’s best to have an open conversation about their needs and what support might be possible. Seeking independent advice can also help both parties understand their right and responsibilities.

Last updated on 24/10/2025