{"id":177175,"date":"2022-10-15T15:43:29","date_gmt":"2022-10-15T14:43:29","guid":{"rendered":"https:\/\/legalvision.co.uk\/?p=177175"},"modified":"2025-09-03T02:19:06","modified_gmt":"2025-09-03T01:19:06","slug":"reasonable-adjustment-five-key-points","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/reasonable-adjustment-five-key-points\/","title":{"rendered":"Five Key Points About Reasonable Adjustments"},"content":{"rendered":"\n

As an employer, you owe employees with disabilities certain obligations, some of which begin before you hire them in the recruitment process. A person\u2019s disability is one of nine protected characteristics in employment law, meaning you must not discriminate against an applicant or current employee based on their disability. If you do, you will have committed an unlawful employment offence. Similarly, you must make reasonable adjustments for disabled applicants and employees. Failure to do so could itself constitute unlawful discrimination, and you may face an employment <\/span>tribunal<\/span><\/a> for an employment claim for disability <\/span>discrimination<\/span><\/a>.<\/span><\/p>\n\n\n\n

This article will examine five key points related to reasonable adjustments for disabled employees that you may wish to familiarise yourself with. <\/span><\/p>\n\n\n\n

What is Meant by Reasonable Adjustment?<\/span><\/h2>\n\n\n\n

An adjustment refers to your business’s proactive steps to make the workplace more accommodating for an employee or applicant with a disability. <\/span><\/p>\n\n\n\n

What is reasonable depends on the nature of your business, the employee\u2019s position, and the nature of their disability. As a general rule, the law will consider an adjustment reasonable if it:<\/span><\/p>\n\n\n\n