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.
What
is employers-solicitors ?