The DSA identifies the funding available to support reasonable adjustments to aid study-related disability needs. It is available for UK students only.

An individual has a right not to disclose their disability. Students are at liberty to disclose at any point during their practice learning experience.

However, students are required to complete a medical questionnaire for Occupational Health. A medical or mental health condition must be disclosed in this way.

Students may be concerned about possible discrimination, particularly if a disability is recently acquired or diagnosed. There are three potential options:

• students do not disclose to the University;
• students disclose to the University but not the learning environment;
• students disclose to the University and the learning environment, but not to patients/service users.

Information on disability is regarded as sensitive personal information under the Equality Act (2010). The NMC is currently in dialogue with its legal team and is formulating a position statement on this issue.

The issue of non-disclosure can raise ethical and professional dilemmas that must be dealt with on an individual level. The consequences of non-disclosure will likely result in student support not being put in place, and may affect the quality of student support that can be provided.

It is a student’s right not to disclose to patients/service users. Students should not be compelled to disclose. However, they should consider the issue of competence to practice.

Further guidance regarding disclosure of a disability is available from the Division of Nursing, Midwifery and Social Work at Manchester:

Guidelines for disclosure of disabilities, specific learning difficulties and long-term health conditions (PDF, 2.27MB)

These apply to students undertaking work experience, whether it is paid or the student is on a vocational course.

There is a duty of care by the practice supervisor/assessor to ensure the health, safety and welfare of patients/service users and colleagues, and this is important when discussing reasonable adjustments in practice and any adaptations required, if possible.

It is the responsibility of the institution to ensure that employers are providing accessible learning environments. The responsibility to ensure that the employer is not discriminating will generally rest with the institution. Institutions have a responsibility to anticipate the needs of disabled students and make reasonable adjustments in advance.

In addition to the above, the key to supporting students is in relation to planning where possible, and is subject to disclosure by the student.

All students that have disclosed that they have a disability will have been referred to the University Disability Support Office, and a list of support recommendations will have been provided for circulation to the relevant personnel, subject to the student’s consent. It would be helpful for practice supervisors/assessors to look at this.

For those students who have not been referred to the University Disability Support Office, practice supervisors/assessors should liaise with the student’s Academic Advisor, with the student’s consent. The Academic Advisor can then make a referral to the Disability Support Office for an initial assessment.