A reasonable adjustment is something that can help prevent, or reduce, any disadvantage being faced by a disabled person when trying to do their job.
Reasonable adjustments allow people with disabilities equality of opportunity in the workplace. The reasonable adjustment could be to the place where someone works, the ways things are done or to get someone to help the employee or job applicant, such as a job coach. (Acas definition).
All employers have a legal duty as part of the Equality Act 2010 to take steps to remove, reduce or prevent obstacles a disabled employee or job applicant may face, where it is reasonable to do so. What is ‘reasonable’ depends on the situation – the employer has to consider if the adjustment:
- removes or reduces the disadvantage for the disabled applicant or employee
- is practical and affordable to make
- could harm the health and safety of others
Most reasonable adjustments are simple to do and often cost very little. For example, changing a person’s work hours or increasing one-to-one supervision.
To help think about the type of reasonable adjustment an employer might need to make, here are some examples:
Time
- Flexibility around breaks, start and finish times or shift patterns.
- Reducing working hours.
- Having more training time or a longer probationary period.
- Allowing time out for hospital or medical appointments.
Job
- Having additional training or retraining.
- Information and materials being made easier to access/understand.
- Matching duties to strengths and abilities.
- Swapping minor duties with another worker.
- Changing work targets or changing the way work is given to someone.
- Transferring to another role/employment if a condition worsens.
People
- Getting additional support and supervision from managers.
- Having a co-worker buddy or mentor to support a person.
- Disability awareness training given to co-workers.
- Reader or interpreter support.
- Opportunity to do other programmes such as supported internships.
Place
- Transferring to a more suitable (closer) work location.
- Working from home.
- Changes made to the building where someone works such as toilets and meeting spaces.
- Having aids and equipment, or using specialist computer software.
- Being able to access a quiet room for employees if/when they feel anxious, stressed or very tired.
- Having a parking space closer to the building where someone works.
For more information, the links below may be useful: