In relation to London Fire Brigade’s policies, procedures, and provisions, particularly in relation to health, safety and welfare, disabilities, impact assessments, risk assessments, and compliance with the Equality Act 2010, including the Public Sector Equality Duty (PSED): Tracking Disabilities and Monitoring Trends 1) How does London Fire Brigade track the disabilities of its staff, particularly in relation to the legal definition of disability under the Equality Act 2010? 2) Specifically, how does the organisation identify and categorize disabilities as physical (e.g., mobility issues, sensory impairments) and neurodiverse (e.g., autism, ADHD), as well as hidden disabilities? 3) How is this information securely recorded and updated, and what procedures are in place to monitor any trends or patterns over time, especially in relation to performance, conduct, and employee wellbeing? 4) Can you provide details on how these records are used to ensure compliance with the Equality Act 2010 and how such information is handled to protect employees' privacy and confidentiality? Review of Policies, Procedures, and Competency of Staff 5) How does London Fire Brigade ensure that all internal policies and procedures, as well as those provided by third-party suppliers, are regularly reviewed by competent, trained staff to ensure they account for the needs of employees with all forms of disability, both visible and hidden (including neurodiverse conditions)? 6) What qualifications, training, or experience are required for staff members responsible for reviewing these policies to ensure that they are fully competent in identifying and accommodating the needs of employees with disabilities? 7) How does London Fire Brigade ensure that disability (including both visible and hidden disabilities) is adequately considered when developing or revising policies, procedures, and practices, including those that relate to employee performance, conduct, and wellbeing? Regular Review of Assessments 8) How does London Fire Brigade ensure that all Impact Assessments, Risk Assessments, and Equality Impact Assessments (EIAs) are regularly reviewed to maintain their accuracy and effectiveness in identifying and accommodating employees with disabilities and other protected characteristics? 9) How often are these assessments reviewed, and what processes are in place to ensure that any necessary updates or changes are made to reflect evolving best practices, legal requirements, or organisational changes? 10) How does London Fire Brigade ensure that these assessments remain effective in protecting the rights of employees with disabilities or other protected characteristics and that they continue to meet the requirements of the Equality Act 2010 and Public Sector Equality Duty (PSED)? Disability Consideration in Conduct, Performance, and Investigations 11) How does London Fire Brigade ensure that disabilities (both visible and hidden) are properly considered in all conduct (formal and informal), performance evaluations, or any investigations involving staff members? 12) In cases where an employee has a disability or protected characteristic, what procedures are in place to ensure that reasonable adjustments are made, and that the disability is given full consideration in disciplinary, performance, or investigatory processes? 13) What steps does London Fire Brigade take to ensure that disability-related discrimination does not occur in these processes? Specifically, how is it ensured that disabilities are not ignored or misinterpreted, and that all reasonable adjustments are provided for affected employees? Gross Misconduct for Failure to Consider Disabilities 14) What steps does London Fire Brigade take to ensure that disabilities and protected characteristics are competently considered in all conduct, performance, capability and any investigatory processes? 15) If it is found that an employee's disability or protected characteristic has not been appropriately considered in these processes, is this treated as a failure in duty and potentially regarded as gross misconduct? 16) Are there any formal policies or disciplinary procedures in place to address situations where staff, managers, or decision-makers fail to appropriately account for disabilities or protected characteristics in the workplace, and if so, how is this handled in terms of disciplinary action or gross misconduct? Support for Employees with Disabilities in Capability and Conduct Processes 17) How does London Fire Brigade ensure that employees with disabilities are fairly treated within the capability and conduct processes, including performance reviews, disciplinary actions, and decisions that may lead to termination or redeployment? 18) How does the organisation ensure that the capability process is adapted for employees with disabilities, including the provision of reasonable adjustments under the Equality Act 2010? 19) In relation to conduct issues, how are disabilities considered when addressing performance concerns or disciplinary actions? Are reasonable adjustments considered to support employees with disabilities in these processes? Health, Safety, and Welfare in Impact Assessments and Risk Assessments 20) How does London Fire Brigade integrate health, safety, and welfare considerations into its Impact Assessments and Risk Assessments, particularly with regard to employees with disabilities or other protected characteristics under the Equality Act 2010? 21) Can you provide details of any health, safety, and welfare or Risk Assessments that specifically consider the needs of employees in terms of capability, disability, or redeployment? 22) How are these assessments used to guide decisions related to employee support, including adjustments to working conditions or termination decisions? Equality Impact Assessments 23) Does London Fire Brigade conduct Equality Impact Assessments (EIAs) for its key policies and procedures, including those related to employee capability, conduct, termination, or redeployment? 24) Can you provide details of how these Equality Impact Assessments are carried out, particularly in relation to ensuring fair treatment for employees with disabilities or other protected characteristics? 25) Are there any reports or outcomes from recent Equality Impact Assessments that relate to the processes of capability management, employee support, or role termination within the organisation? Support for Employees Facing Termination 26) What support is provided to employees who are facing potential termination of their employment due to capability concerns, ensuring compliance with the Equality Act 2010, the Public Sector Equality Duty, and provisions for employees with disabilities or other protected characteristics? 27) Does London Fire Brigade offer options for redeployment or alternative roles for employees who are unable to continue in their current position due to capability or performance issues? If so, how is this process managed? Is support given to staff with any needs as staff with disabilities may need support with CV’s interview support. During Capability process why are Firefighters not supported/directed and adverts offering to Firefighters in to specialist roles as in FOI ”We do not hold this information as there are not any jobs specifically advertised for firefighter specialist roles. The Rank to Role (R2R) Agreement opened the ability for departments to be able to advertise vacancies within their department (which historically have always been either a Sub Officer (S) or Station Officer (S)) and select the best person regardless of rank. If a FF (firefighter) was the best person, they could appoint them and then pay them an SRA (special responsibility allowance) etc. The posts themselves remain as either a Sub Officer or Station Officer specialist for LFB establishment purposes, but can be filled by either FF, LFF (leading firefighter),Sub Officer or Station Officer. " This is not supportive of Firefighters which is the largest amount of staff so penitential a lot of staff disadvantaged. 28) Is there a formal policy in place for the assimilation of employees to another role within the organisation, particularly for those who may be unable to perform their current role due to health or capability issues? 29) Are there any formal programs, policies, or procedures in place to assist employees with finding alternative roles within the organisation, ensuring fair treatment and adherence to legal obligations, including the provision of reasonable adjustments under the Equality Act 2010? Disability Training for People Services and Policy Staff 30) What disability training is provided to staff within People Services (HR), especially those responsible for handling employee wellbeing, performance management, and support for staff with disabilities? 31) Are there specific training programs or resources available for employees whose role involves the creation of policies and procedures, or who are responsible for handling cases involving staff with disabilities, to ensure they are knowledgeable about disability rights, reasonable adjustments, and the requirements of the Equality Act 2010? 32) How often is this training updated, and is it mandatory for relevant staff members? 33) Can you provide details on the qualifications, standards, or certifications associated with this training?
Published: 15 January 2026
