3.1 Purpose
FPASA is committed to maintaining a workplace free from unfair discrimination, stigma and harassment based on an employee’s actual or perceived HIV or tuberculosis status.
This policy applies to all employees, applicants and other persons working for FPASA.
3.2 Employment and non-discrimination
FPASA shall not unfairly discriminate against any employee or applicant based on actual or perceived HIV or TB status.
HIV or TB status shall not, by itself, be used as a reason to:
- deny training, development or promotion;
- alter employment conditions unfairly;
- deny access to employment benefits;
- select an employee for retrenchment; or
- terminate employment.
Employees living with HIV or affected by TB have the same employment rights and responsibilities as other employees.
The general prohibition against unfair discrimination is also addressed in Appendix 2 QS.11.
3.3 HIV testing
HIV testing shall not be a requirement for recruitment, employment, promotion, training or access to benefits.
FPASA shall not require or conduct HIV testing unless it is permitted in accordance with applicable legislation or authorised by the Labour Court.
Any voluntary testing programme supported by FPASA shall be based on informed consent, confidentiality and appropriate pre- and post-test counselling.
3.4 Disclosure and confidentiality
No employee or applicant is required to disclose their HIV status to FPASA or another employee.
Where an employee voluntarily discloses their HIV or health status, the information shall be treated as confidential and processed in accordance with Appendix 8 QS.11: Protection of Personal Information Policy.
FPASA Management and Operations Manual: ISO 9001
Management and Operations Manual Corporate Governance Policies 13.6 27 July 2026 Page 3 of 59 QS.11
Information may only be disclosed with the employee’s informed consent or where disclosure is required or permitted by law.
3.5 Reasonable accommodation and incapacity
An employee who is medically able to perform their duties shall continue working under the same conditions applicable to other employees.
Where an employee experiences illness or incapacity, FPASA shall consider reasonable accommodation, alternative duties, adjusted working arrangements and other appropriate measures before considering termination of employment.
Any incapacity process shall be handled fairly and in accordance with applicable labour legislation and FPASA’s disciplinary and incapacity procedures. An employee shall not be dismissed solely because of their HIV or TB status.
3.6 Benefits and support
Employees living with HIV or affected by TB shall have access to employment benefits in accordance with the applicable benefit-fund rules and without unfair discrimination.
FPASA may provide or facilitate access to appropriate information, counselling, treatment and employee-support services where reasonably practicable.
3.7 Health, safety and occupational exposure
FPASA shall apply standard infection-control precautions whenever employees may be exposed to blood or other potentially infectious material.
Detailed controls for first aid, blood exposure, incident reporting, counselling, testing and post-exposure treatment are contained in:
- Annexure 1: Health and Safety Precautions for a Safe Working Environment; and
- Appendix 12 QS.11: Safety, Health, Environment and Quality Policy.
All occupational exposure incidents shall be reported and managed promptly and confidentially.
3.8 Awareness
FPASA shall provide proportionate awareness and training on:
- prevention of unfair discrimination and stigma;
- confidentiality;
- HIV and TB awareness;
- standard infection-control precautions;
- occupational exposure reporting; and
- available support services.
