Reasonable Adjustments

In employment, reasonable adjustments are changes made to your working policies and practices and to the physical features of your premises, where these are substantially disadvantaging disabled people. As an employer, youhave a duty to make reasonable adjustments as soon as you know that someone defined as disabled in terms of the Disability Discrimination Act may need them.

As a starting point, it is always best to talk to the employee to identify his/her individual needs. In most cases adjustments cost little or nothing and are often a matter of flexibility and developing a creative approach to working practice, such as: flexible hours, allowing food breaks to manage diabetes or allowing time off to attend doctor's appointments.

Other adjustments might involve:

  • making adjustments to premises
  • voice-activated computer software or telephone adapted with an amplifier

  • adjusting the office layout

When is an adjustment considered reasonable?

The DDA lists a number of factors that may influence whether it is reasonable for the employer to make a particular adjustment. These are:

  • how effective the adjustment is in preventing the disadvantage
  • how practical it is
  • the costs of the adjustment and the extent of any disruption
  • the extent of the employer’s financial or other resources
  • the availability to the employer of financial or other assistance

  • the nature of the employer’s activities and the size of the business

 Where can I get help?

  1. You can get free and impartial help from the Disability Employment Adviser at your local Jobcentre Plus.
  2. You and the employee may qualify for a grant from the Access to Work scheme.
  3. There may be service providers listed in the Directory
  4. Telephone the Equality and Human Rights Comminsions helpline on 0845 664 6010

 

Is there information on specific disabilities?

Adjustments are specific to the individual and the role. Notwithstanding this, DEN has put together an information resource describing typical workplace adjustments for the following disabilities:

  • Autism and Asperger syndrome
  • Dyslexia
  • Mental Health Difficulties
  • Mobility Difficulties
  • Visual impairment
  • Hearing impairment
  • Epilepsy
  • Upper limb disorders
  • Diabetes
  • Back problems