Reasonable adjustments require employers to take steps to accommodate disability in the workplace under the reasonable adjustment’s Equality Act.
In order to uphold disabled workers rights, employers must consider what a reasonable adjustment is in the workplace.
There are many reasonable adjustments examples for an employer to contemplate. Their size and resources available should be considered before making any reasonable adjustments.
Reasonable adjustment examples
Reasonable adjustments at work are necessary for disabled employees to perform their work to the same level as their non-disabled peers.
This could be as simple as moving their workstation to the ground floor, for those with mobility issues, to investing in voice-to-text equipment to help those who may struggle with typing. They vary greatly and should be approached on a case-by-case basis.
When considering reasonable adjustments for mental health, it's necessary to think outside the norm.
It may not be reasonable to fund counselling or additional support. If your budget doesn’t allow this, there may be grants available that can help with this or bodies that you can access to discuss what adjustments may be necessary.
It could be as simple as reviewing start and finish times, or the regularity of breaks to get the employee working to their full potential. This could avoid the risk of losing a valued member of staff.
Reasonable adjustment policy
Having a reasonable adjustment policy is not required by the law. But it's a good idea, or at least knowing how to tackle a request to make reasonable adjustments.
Third parties that can offer expertise on working with the condition (such as occupational health or relevant charities), to ensure the affected employee is correctly accommodated.
There are several consequences if there is failure to make reasonable adjustments. If the disability has developed during their time in employment with you, failing to adjust could lead to them leaving. Their valuable skills and expertise that have been built over time could be lost.
Not making reasonable adjustments can also negatively impact on performance, productivity, and cause unrest among a wider group of employees.
Not only could this damage your reputation as an employer, but it could also lead to a hefty award for the employee, for which the court is not bound by an upper limit when setting the amount.
Get expert advice on reasonable adjustments with Peninsula
In order to follow the Equality Act, employers must consider how to accommodate disability in the workplace.
Peninsula can help you with the rules on reasonable adjustments and can assist you on drafting policies for your business.
Speak to one of our HR experts today. They can help with all kinds of employment queries and provide the best reasonable adjustment policy to fit your business perfectly.
Get a free advice call from one of our expert consultants on 0800 028 2420