Reasonable Adjustments under the DDA
Workplace arrangements that cause major problems for disabled people are major contributor to the fact that disabled employees are twice as likely to be put out of work as non-disabled employees. For this reason, the Disability Discrimination Act requires employer to make reasonable adjustments to ensure that disabled persons are not put at substantial disadvantages to non-disabled persons in the workplace. Should an employer make changes to pre-existing arrangements, they are obliged to take steps to prevent these new arrangements from having a negative impact on disabled persons. This can comprise of providing training and equipment, or making adjustments to premises, working hours and supervision.
Should this not occur, an Employment Tribunal will consider various factors to decide whether the adjustments would have been reasonable. These considerations will include whether the changes would have been effective, practical and of a reasonable cost in terms of the employer’s finances. Should the Tribunal find that reasonable changes have not been made, the employer can face serious repercussions.
As ever, it is hard to know all the details regarding employment law; employment solicitors are readily available to provide help and advice for both employers and employees.
