This applies when a policy, practice or a physical feature of their premises, puts the disabled person at a substantial disadvantage. Some examples of reasonable adjustments are:
- making adjustments to premises
- altering the person's working hours
- allowing absences during working hours for medical treatment
- giving additional training
- providing special equipment or modifying existing equipment
- changing instructions or reference manuals
- providing additional supervision and/or support
Employers should also consider broader issues when deciding whether it would be reasonable to make a particular adjustment including:
- how effective the adjustment is in preventing the disadvantage
- how practical it is
- the financial and other costs and the extent of any disruption
- the extent of the employer's financial or other resources
- the availability to the employer of financial or other help to make the adjustment
- the size and type of organisation
HR practices
Employers also need to consider the wider issues for disabled staff. For example, you may need to think about specific requirements for people with a long term health condition. A lengthy hearing over the lunchtime period may have an impact on someone with diabetes.
Organisations also need to ensure that that they collect data on disability issues. this includes monitoring recruitment procedures, appraisal rates, grievances and disciplinary processes.