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KembaraXtra – Legal Terms – Reasonable Adjustments
Reasonable adjustments are changes that an employer or potential employer must make to prevent a disabled person from being placed at a substantial disadvantage. The duty arises under the Equality Act 2010. It applies to employees and job applicants where the employer knows, or could reasonably be expected to know, about the disability. The purpose is to promote equality of opportunity in the workplace. Failure to make reasonable adjustments may amount to disability discrimination.
The duty has three main requirements. First, an employer may need to change a provision, criterion, or practice that disadvantages a disabled person. For example, strict sickness absence rules may need adjustment if they disproportionately affect a disabled employee. Second, the employer may need to remove or reduce physical barriers in the workplace. This may include installing ramps, improving access, or changing workspace arrangements.
The third requirement involves providing auxiliary aids or services. Examples include specialist computer software, adapted equipment, sign-language support, or other assistance. The aim is to reduce or remove the disadvantage caused by disability. The adjustment must be practical and effective in helping the person participate at work. What is reasonable depends on the facts of each case.
Reasonableness is judged objectively. Factors include the effectiveness of the adjustment, its practicability, its cost, the employer’s resources, and any available financial support. A large employer may be expected to do more than a very small employer with limited resources. The duty does not require impossible or disproportionate changes. However, employers must seriously consider adjustments rather than dismissing them automatically.
Reasonable adjustments are central to modern equality law. They recognize that treating everyone the same may sometimes produce unfair disadvantage. The law therefore requires positive steps to remove barriers faced by disabled people. This promotes dignity, inclusion, and fair access to employment. The concept remains one of the most important protections for disabled workers and job applicants.
Reasonable adjustments are changes that an employer or potential employer must make to prevent a disabled person from being placed at a substantial disadvantage. The duty arises under the Equality Act 2010. It applies to employees and job applicants where the employer knows, or could reasonably be expected to know, about the disability. The purpose is to promote equality of opportunity in the workplace. Failure to make reasonable adjustments may amount to disability discrimination.
The duty has three main requirements. First, an employer may need to change a provision, criterion, or practice that disadvantages a disabled person. For example, strict sickness absence rules may need adjustment if they disproportionately affect a disabled employee. Second, the employer may need to remove or reduce physical barriers in the workplace. This may include installing ramps, improving access, or changing workspace arrangements.
The third requirement involves providing auxiliary aids or services. Examples include specialist computer software, adapted equipment, sign-language support, or other assistance. The aim is to reduce or remove the disadvantage caused by disability. The adjustment must be practical and effective in helping the person participate at work. What is reasonable depends on the facts of each case.
Reasonableness is judged objectively. Factors include the effectiveness of the adjustment, its practicability, its cost, the employer’s resources, and any available financial support. A large employer may be expected to do more than a very small employer with limited resources. The duty does not require impossible or disproportionate changes. However, employers must seriously consider adjustments rather than dismissing them automatically.
Reasonable adjustments are central to modern equality law. They recognize that treating everyone the same may sometimes produce unfair disadvantage. The law therefore requires positive steps to remove barriers faced by disabled people. This promotes dignity, inclusion, and fair access to employment. The concept remains one of the most important protections for disabled workers and job applicants.
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