a valid question, but the reality is that there's always a danger, unless it is carefully managed, that errors will be made and people sent down the wrong track.
ultimately, the Secretary of State is accountable for the impact of welfare reform measures, and the Department has taken on another level of risk, in its responsibility for interventions in the lives of people who are vulnerable by virtue of serious health conditions and disabilities.
the advice by government contractors (to be dishonest to employers) is wrong in every respect and cannot be countenanced by the DWP - i totally agree with Paul's recommended course of action. i also think you need to discuss further with your client her concerns, and yours, and obtain her consent.
your client is not going to receive the support and understanding she needs at work, if her employer is unaware of her problems. as a disabled person, she has legal rights and protections in the workplace, which can be compromised if she has withheld information about her disability. unfair treatment at work risks worsening her condition, and there may be risks to others, depending on her job and how she is affected, which her employer needs to be aware of.
there have been a few cases where fraud/deception issues have been raised in relation to withholding relevant information or providing false information on job applications, although i wouldn't expect this to be likely in this type of case, but the important thing is that the very important support element, which your client needs, is being totally trashed by the contractor. i trust your instincts that ticking outcome boxes is trumping every other consideration - there is too much of this - but contractors' profit interests cannot be allowed to override health, safety and wellbeing of members of the public.
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