If any physical feature of the employer's premises or other arrangements causes a substantial disadvantage to a disabled person the employer must make reasonable adjustments to prevent it. 'Arrangements' includes all that an employer arranges in recruiting employees and in the workplace, for example selection and interview procedures and working conditions.

Appropriate adjustments might include altering premises, re-allocating duties, transferring staff to fill an existing vacancy, altering working hours, assigning someone to a different place of work, allowing absences from office training, acquiring or modifying equipment, modifying instructions or manuals, modifying procedures for testing or assessment and providing a reader or supervision. Whether it is reasonable for an employer to have to make a particular adjustment will depend upon a number of factors:

• how effective it would be in preventing the disadvantage
• how practical it is
• the financial and other costs and the disruption likely to be caused
• the extent of the financial resources of the employer
• the availability of assistance to make adjustment

National Disability Council

This advises the Government on relevant issues, including the operation of legislation, although it does not have as many powers a the Equal Opportunities Commission or Commission for Racial Equality in investigating or supporting individual's complaints.