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What are 'reasonable adjustments' under the Equality Act 2010?

If as a result of becoming disabled, a member of staff has difficulties performing in their role, the employer has a duty to consider 'reasonable adjustments' to help them to be able to do so.

The legislation sets out a list of examples of adjustments that employers may have to make, such as:

  • Making adjustments to their premises
  • Allocating some of the disabled employee’s duties to another employee 
  • Redeploying the person in to another job
  • Altering the disabled employee’s working hours
  • Assigning the disabled employee to a different place of work
  • Allowing the employee to be absent during working hours for rehabilitation
  • Assessment or treatment; giving or arranging for training or mentoring
  • Acquiring or modifying equipment instructions or manuals
  • Modifying procedures for testing or assessment

Changes should only be made on the basis of recommendations from occupational health.

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