Reasonable adjustments are essential for creating inclusive work environments that empower disabled people. These adjustments can range from simple accommodations like flexible working hours to more complex modifications like assistive technology and other support items. Employers ensure that reasonable adjustments are implemented to create workplaces where everyone can thrive.
Reasonable adjustments are vital for several reasons:
Equal Opportunities: They help level the playing field, allowing disabled people to meaningfully participate (also see blog: Spoon theory & Reasonable Adjustments).
Improved Productivity: By removing barriers, reasonable adjustments can boost productivity and job satisfaction.
Mental Health: A supportive work environment can significantly improve the mental health and well-being of disabled employees.
Legal Compliance: Employers are legally obliged to make reasonable adjustments under the Equality Act 2010. Failure to do so can lead to legal action. ⬇️
UK Equality Act 2010:
https://www.legislation.gov.uk/ukpga/2010/15
Notable sections:
Section 6 (1) - ”a person has a disability if”
(A) Person has a physical or mental impairment, and
(B) the impairment has a substantial and long-term adverse effect on person's ability to carry out normal day-to-day activities.
Section 20 - ”Duty to make reasonable adjustments”
Section 21 - “Failure to comply with duty” *
Please contact Citizens Advice or your workplace union if you feel you are not receiving the reasonable adjustments you have been assessed as needing.
The Law Society has an excellent Reasonable Adjustment Best Practice Guide, which I have listed in useful guides.