Disability and reasonable adjustments
A Disability is defined as “a physical or mental impairment which has a substantial and long
term adverse effect on a person’s ability to carry out their normal day-to-day activities, whilst Physical impairments affect the senses such as sight and hearing, heart disease, diabetes , and epilepsy.
Mental impairments include learning disabilities and mental ill health, mental impairments are known as hidden disabilities such as ADHD and autism. Long-term are effects that last or are likely to last at least 12 months.
Day-to-day activities are normal activities carried out by most people on a regular basis
some examples of which are, Mobility, Manual dexterity Physical coordination, and Memory
or ability to concentrate.
If as a result of their disability an individual is treated worse than another person in a similar
situation or as an employer you fail to make reasonable changes to allow this person to work/ be interviewed etc.
The individual can challenge this treatment under disability discrimination legislation, as everyone should be given equal opportunities in the workplace.
What is a reasonable adjustment?
A reasonable adjustment is a change to remove or reduce the effect of:
- An employees disability so they can do their job.
- A job applicant’s a disability when applying for a job.
Reasonable Adjustments could be to:
- The workplace – making changes to the employee’s place of work.
- The way things are done – Providing equipment to assist the individual to carry out their job.
- Get someone to help the employee or job applicant.
It is important as an employer when considering reasonable adjustments that you consult
with both the employee and a medical professional to determine the best approach, minimising the risk of disability discrimination.
Speak with our HR consultants today for any queries on disability discrimination.
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