Government advice to employers is that policy should be developed in order to plan in advance. AIDS and the Workplace: a Guide for Employers, published by the Department of Employment and the Health and Safety Executive, states that: (check latest version)

You need to think through in advance how to deal with any AIDS cases among your staff and how to handle any fears and prejudices that may arise. The most effective way to do this is to have an AIDS policy.

For any policy to work well it must have, and be seen to have, the support of management at all levels and of employees' representatives. Your policy should follow these principles:

• Since the risk of infection through normal workplace contact is negligible, there is no justification for discrimination against anyone with – or at risk of acquiring – HIV.
• Individuals who know they are infected with HIV are not obliged to tell anyone in the company of their condition, but if the employer does know, confidentiality is assured.
• People living with HIV will be treated no differently from anyone else suffering from life–threatening, non–contagious illness.
• Employers can avoid AIDS panics altogether or deal successfully with them through appropriate planning. A key element for success is the development of a consistent, formal policy on HIV in the workplace.

Ideally this should be:

• Developed in consultation with appropriate agencies such as trade unions, local and health authorities, and concerned voluntary agencies.
• Developed before any problems and issues arise.
• Communicated clearly and formally to all employees.
• Accompanied by appropriate HIV/AIDS awareness education (which not only deals with basic facts about transmission, but also attitudes about sexual orientation and race).
• Accompanied by the availability of counselling for people's genuine concerns.
• Monitored for successful implementation.
• Evaluated and reviewed from time to time in the light of developing information.

The policy should not only exist in principle, but should also take the following form:

• Guidelines for appropriate and consistent implementation of the policy should exist at every level in the organisation.
• Clear lines of responsibility for information and implementation need to be established.
• Appropriate education involving participatory workshops and discussions rather than simply leaflets or videos.

This should be part of an overall profile of health and safety at work, including procedures to deal with other more infectious diseases.