Removing barriers by reasonable adjustment
If the physical features of the work premises or the working/recruitment arrangements are the prohibiting factor to a disabled person gaining or staying in employment, then the employer must make reasonable adjustments to remove these barriers and ensure a disabled candidate is not put at a substantial disadvantage by recruitment procedures or that a disabled employee is not disadvantaged by employment arrangements or by any physical feature of the workplace. Reasonable adjustments must be implemented from first advertisement of a position, throughout the recruitment process and during working life up to and including departure or dismissal procedures.
Examples of reasonable adjustment
Examples of reasonable adjustments for people may include:
Providing specialist or required training
Providing modified equipment and access to assistive computer software
Making instructions and manuals in accessible formats
Allocating some of a disabled employee’s work to someone else e.g. minute taking
Extra time for specified tasks e.g.for considering information and reporting
At interview, It is reasonable to expect an employer to provide any tests in an appropriate format provided this has been requested in advance of the event and not just on the day itself
Many reasonable adjustments can be implemented in the workplace without much expenditure, for example, giving verbal rather than written instructions (or vice versa) or allowing extra time for written work. If additional costs are to be incurred, you can apply for funding through the government’s Access to Work scheme.