Reasonable adjustments

Under the Equality Act 2010, an employer has an active duty to make reasonable adjustments for a disabled person where its policies or practices, or physical feature of its premises, put a disabled employee at a substantial disadvantage in comparison with a non-disabled person. The duty also covers disabled job applicants in the recruitment process.

Reasonable adjustments in employment for a disability could include: reallocation of duties or redeployment to a different role; giving a nearby parking space to a disabled worker; providing a specialist piece of equipment; arranging breaks to cope with a disability; allocating a mentor; and amending the employer’s policy on companions at certain meetings.

Employers are required only to make adjustments that are reasonable. For example, if the cost of the reasonable adjustment is prohibitive, or the suggested adjustment is completely impractical, the employer may not be required to make it.


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Weekly dilemma: making reasonable adjustments

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Q I am a site manager for a national chain of cafes, and a member of my staff was recently...

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How to make reasonable adjustments for disabled employees

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Disability discrimination – failure to consult over reasonable adjustments: Tarbuck v Sainsbury’s Supermarkets Ltd, EAT

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2 Nov 2004

By asking the following questions you will get an idea of where your organisation is now in relation to your...

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DDA adjustments

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Guide to workplace adjustments for disabled launched

5 Feb 2004

A
leading disability charity has released a CD-Rom to help employers meet new
legislative obligations and reduce the effects of...

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Err on the side of caution with DDA adjustments

20 Feb 2001

Employers
may make reasonable adjustments under the Disability Discrimination Act for all
employees
Can
an employer comply with the duty...

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