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.