Severe learning disabilities and consent

A learning disability includes the presence of longstanding impaired intelligence and social functioning, which has manifested during the developmental period [1]. It is estimated that 145000 adults in England have severe or profound learning disabilities and that only 10% of people with severe learning disabilities (SLDs) in the UK are in paid employment [2]. Supported employment helps people with significant disabilities to secure and retain paid employment in the open labour market [3], and has been adopted in the UK as a method to encourage employment for those with SLDs. Although it can be a rewarding experience for the individual with SLDs, supported employment is not without challenges [4], especially if organizational changes occur that affect support for these individuals, and possibly threaten their employment status [5]. It may appear ironic that the recently published UK 10-year strategy for work, health and disability has as its headline aim ‘to have 1 million more disabled people in work by 2027’ [6], when the employment of those with disabilities are threatened in this way. Fevre [7], in a previous editorial of this journal, gave us a salutary reminder of the difficulties the disabled (not just with SLDs) face in the workplace and the role occupational health professionals (OHPs) can play to mitigate these.

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