Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees (and job applicants) with disabilities. Failure to make reasonable adjustments is a form of discrimination.
When Does the Duty Arise?
The duty arises when a disabled person is placed at a substantial disadvantage compared to non-disabled people by:
- A provision, criterion, or practice (PCP) applied by the employer
- A physical feature of the employer's premises
- The absence of an auxiliary aid or service
Examples of Reasonable Adjustments
- Adjusting working hours or allowing flexible working patterns
- Providing specialist equipment (ergonomic chairs, screen readers, voice recognition software)
- Making physical alterations to the workplace (ramps, accessible toilets, adjustable desks)
- Allowing extra breaks or time off for medical appointments
- Modifying job duties or reallocating certain tasks
- Providing a support worker or mentor
- Allowing working from home
- Providing information in accessible formats
What Is "Reasonable"?
There is no fixed definition. Factors considered include:
- How effective the adjustment would be in removing the disadvantage
- The practicability of making the adjustment
- The cost of the adjustment versus the employer's resources
- The availability of financial or other help (e.g., Access to Work grants)
- The extent of the employer's financial and other resources
Our dedicated HR consultants can help you assess and implement reasonable adjustments. Get expert advice.