Disability: Reasonable Adjustments
If a disabled person is substantially disadvantaged compared with non-disabled workers you have a duty to make reasonable adjustments to prevent/improve that disadvantage. You must make changes if you know, or could reasonably be expected to know, that the worker is disabled. It is principally for you to consider making adjustments, with appropriate medical input, not for the worker to suggest them.
You only have to make adjustments which are reasonable for that individual employee. The factors listed in the EHRC Code can be taken into account, such as the effectiveness of the step, its cost and the practicality of making the change.
It can be difficult to know whether the duty to make reasonable adjustments extends to a duty to create a new role, to allow redeployment without competitive selection and to adjust trigger points for sick pay and absence warnings. Read on for our guidance.
BResourceFull Workbox is a subscription service. Become a member to access the full site and benefit from relevant, up-to-date information, related content and HR templates. Click on the banner below to enquire about membership.