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Reasonable adjustments

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

Costs

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.

 

 

 

 

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