What are reasonable adjustments?
In relation to reasonable adjustments, Face2Face HR provides useful guidance.
The possible adjustments suggested are:
- making adjustments to premises;
- allocating some of the disabled person’s duties to another person;
- transferring him or her to fill an existing vacancy;
- altering his or her hours of working or training;
- assigning him or her to a different place of work or training;
- allowing him or her to be absent during working or training hours for rehabilitation, assessment or treatment;
- giving or arranging for training or mentoring (whether for the disabled person or any other person);
- acquiring or modifying equipment;
- providing information in accessible formats;
- modifying procedures for testing or assessment;
- providing a reader or interpreter;
- providing supervision or other support;
- allowing the disabled employee to take a period of disability leave;
- participating in supported-employment schemes, such as Workstep;
- employing a support worker to assist the disabled employee;
- modifying disciplinary or grievance procedures;
- adjusting redundancy selection criteria; and
- modifying performance-related pay arrangements.
This list provides useful ideas but is not exclusive. If you are in doubt about what adjustments could be made, seek input from the employee themselves, from a medical professional or from the various disability-related charities or government bodies.
Information sourced and adapted from Face2Face HR.