The law says that the employer has to provide “reasonable adjustments” from the interview right up to the job offer. But it sounds quite vague right? So what on earth does reasonable adjustments actually mean?

We explain all in this simple guide.

What are reasonable adjustments?

This is officially what the law says about reasonable adjustments…

“They need to be made where –

(a) A provision, criterion or practice applied by or on behalf of an employer, or

(b) Any physical feature of premises occupied by the employer,

What does that mean in non-legal jargon? Basically, reasonable adjustments are anything you need doing to make sure you’re not disadvantaged at work.

This can be anything, from slight tweaks to your contract, changing admin and procedural elements, adding a few new things to your building or changing more physical elements of the job. These two little words make sure that nothing stops you in the workplace, whatever you want to do.

And it doesn’t just cover employment; it also refers to applications and job interviews too.

If you think either your interviewer or employer isn’t doing enough to accommodate your needs (however big or small), you can point them in the direction of either the Equality Act or the Disability Discrimination Act (or DDA for short) and they’ll soon get the message.

Examples of reasonable adjustments

Still confused? Here are some examples of reasonable adjustments that an employer can make.

• Reviewing your workload and allocating it to others if required.
• Making adjustments to the building (replacing steps with ramps and rails etc.)
• Transferring you to a location that can accommodate you if they can’t.
• Allowing flexible hours (and time away if you require treatments etc.)
• Modifying equipment.
• Providing accessible instructions.
• Relaxing rules when it comes to absences.
• Providing anything additional you may need, such as a reader or an interpreter.

Don’t know what your workplace could allocate? Don’t stress, that responsibility lies with the employer. So just because you can’t suggest any suitable adjustments doesn’t mean the employer doesn’t have to try (although if you can, do have some input).

Of course, what your employer is able to do will vary depending on the company and your exact role. This leads us on to our next point…

How do I make sure my needs are accommodated?

Making sure all your needs are accommodated is all about communicating with your interviewer/employer.

Arrange a consultation, give them a call or drop them a quick email, whatever works best for you, but make sure you tell someone as soon as you can, especially if adjustments need to be made before you attend an interview.

Obviously, the law will also keep the employer in mind too, so the DDA outlines certain issues that may need to be considered when it comes to arranging the reasonable adjustments in the first place. These include:

• How effective it would be for you.
• Practicality.
• Cost and availability of finances.
• Disruption and size of creating adjustments.
• Extent of existing resources and obtaining new ones.
• Nature of your role.

Remember, even after these adjustments are made, the employer still has a legal obligation to make sure it’s an ongoing process if you need it to be.

And if you’re unhappy with the adjustments that are made, or just need some more added on, don’t be afraid to speak up, employers know that just because they’ve listened once, it doesn’t mean they can now ignore you.

Being ignored?

Sometimes employers just don’t understand the issue, but stay calm, don’t start threatening legal action or shouting “see you in court” just yet. Start by encouraging them to speak to a Disability Employment Adviser, charities or medical/health experts. They’ll be able to make suggestions and may even provide financial support.

Unfortunately not every workplace will be able to help, even if they want to, but an employer must prove that an adjustment was not “’reasonable in all the circumstances’ and check it off against a long list of tests before they can dismiss you completely.

Think you’ve been discriminated against? Here’s what you can do about it.

Useful links

https://www.nidirect.gov.uk/employment-rights-and-the-disability-discrimination-act

https://www.direct.gov.uk/en/DisabledPeople/Employmentsupport/YourEmploymentRights/DG_4001071