In the UK, obesity alone is not automatically a protected characteristic. Protection arises where weight is linked to a long-term health condition that seriously affects daily life and activities under the Equality Act 2010. Recruiters often misunderstand this distinction.

The problem is stigma. Assumptions about capability can influence hiring decisions. Current approaches rely on broad policy statements but lack practical guidance and role level evidence.

What works better is a structured, capability-based assessment. Clear guidance for hiring managers. Consistent adjustment processes. Targeted outreach through Disability Network. Capturing engagement data at the attraction stage creates defensible evidence.

Measure success through disabled applicant rates, shortlisting consistency, fulfilled adjustments and retention data.

Next, audit recent decisions. Review your guidance. Assess whether you capture disability engagement evidence. If not, introduce structured outreach via Disability Network to reduce risk and strengthen inclusive hiring practices