What is a reasonable adjustment Equality Act 2010?
What are reasonable adjustments? Equality law recognises that achieving equality for disabled people may mean changing the way that employment is structured. This could be removing physical barriers or providing extra support for a disabled worker or job applicant. This is the duty to make reasonable adjustments.
What are reasonable adjustments in the workplace for someone with a disability?
Some of the more common reasonable adjustments in the workplace are: providing flexible working hours, such as working part-time or starting and finishing later. allowing a person with disability time off during working hours for necessary appointments. providing extra training, mentoring, supervision and support.
What does the Equality Act 2010 say about disability?
The Equality Act 2010 says that you must not be discriminated against because: you have a disability. someone thinks you have a disability (this is known as discrimination by perception) you are connected to someone with a disability (this is known as discrimination by association)
Is disability leave a reasonable adjustment?
Disability leave is time off from work for a reason related to someone’s disability. Employers must make ‘reasonable adjustments’ for disabled people, and the Equality and Human Rights Commission recommends disability leave as an example of a reasonable adjustment.
What are the four hidden disabilities?
What Are Some Common Hidden Disabilities?
- Psychiatric Disabilities—Examples include major depression, bipolar disorder, schizophrenia and anxiety disorders, post-traumatic stress disorder, etc.
- Traumatic Brain Injury.
- Epilepsy.
- HIV/AIDS.
- Diabetes.
- Chronic Fatigue Syndrome.
- Cystic Fibrosis.
What are examples of reasonable adjustments?
Examples of reasonable adjustments can include:
- providing the right type of phone for an employee who uses a hearing aid.
- arranging for an interview to be held on the ground floor for a job applicant who uses a wheelchair.
- replacing a desk chair with one designed for an employee who has a disability affecting their back.
What is the duty to make reasonable adjustments?
The Equality Act says there’s a duty to make reasonable adjustments if you’re placed at a substantial disadvantage because of your disability compared with non-disabled people or people who don’t share your disability. Substantial means more than minor or trivial.
What is an example of reasonable adjustment?
Examples of reasonable adjustments can include: providing the right type of phone for an employee who uses a hearing aid. arranging for an interview to be held on the ground floor for a job applicant who uses a wheelchair. replacing a desk chair with one designed for an employee who has a disability affecting their …