Workplace Adjustments

NHSBT has a responsibility to support every employee to continue to do their job, return to work as soon as possible and be able to achieve their potential.   We recognise that for some employees to achieve this additional support may be needed.

Workplace adjustments can help by providing temporary or long-term changes in the workplace. They can be anything that will help an individual to cope with whatever situation they are facing whilst also being able to maintain their job.  

Managers have a vital role in this by creating an open and supportive environment where individuals can talk about any problems they have with their work and seek help early.  

Under the Equality Act 2010 there is a legal duty for NHSBT to make adjustments where an employee or job applicant is deemed to have a disability under the Act, and who could be placed at a substantial disadvantage compared with people who do not have a disability. We have policies and supportive tools available to all employees to assist in their health, well-being and regular attendance at work. We value the contribution our employees make to our success and high attendance levels are vital to us continuing to achieve high levels of performance. The Workplace Adjustments Policy should be used to:

  • Support employee attendance
  • Support employees to continue to do their job by considering adjustments
  • To support employees to achieve their potential
  • Remove or reduce a disadvantage related to an employee or job applicant with a disability

Further information can be found in the Workplace Adjustments Policy & FAQ's and in the Managers Awareness presentation.

If you or someone you work with are seeking support for any disability, neurodiversity, or other hidden disability, you can also find more information and peer support here:

Disability and Wellbeing Network (DAWN)

Neurodiversity Network

The Manager Guide – Making Adjustments provides advice and information on what is possible.

Equality Act 2010, Disabilities and Workplace Adjustments

People with disabilities are protected by the Equality Act 2010.  Employers are required by Law to ensure that employees with disabilities can work by making reasonable changes or ‘adjustments’ to make this possible.

Under the Equality Act 2010, a disability is defined as, “a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.”

Disabilities covered by the Equality Act 2010 include, but are not limited to;

  1. Hearing loss
  2. Sight issues
  3. Diabetes
  4. Cancer
  5. Multiple sclerosis
  6. Asthma
  7. Back problems
  8. HIV
  9. Mental health conditions like depression
  10. Neurodiversity and Hidden disabilities

To get generic advice on a medical condition and how it might affect or be effected by the workplace, contact Occupational Health and ask to speak to the Medical Helpdesk.

Support for All

It is not just people with diagnosed disabilities that might need support in the workplace. Everyone has times in their lives when they might need a little more support to return to, or remain at, work.

Examples of when adjustments might be needed are;

  1. Due to disability
  2. During pregnancy
  3. Following a surgical operation
  4. Dealing with caring responsibilities outside work
  5. Following a long-term absence due to mental or physical illness
  6. Following a bereavement

Not everyone who is considered to have a disability has a formal diagnosis or describes themselves as disabled for example, people who are neurodiverse, have mental health conditions or have other hidden disabilities.

How do I know what adjustments are needed?

Suggested adjustments could come from an occupational health report, GP Fit Note, Health, Safety and Wellbeing advice.  It may also be following HR Advice, specialist consultant advice, or from the individual themselves.

Workplace adjustments should be reviewed regularly, depending on the specific condition involved. For example, adjustments for pregnancy would need to be reviewed at least monthly. This is because the pregnancy conditions can change quickly. Whereas adjustments for a long-term heart condition which rarely fluctuates would be reviewed less regularly.  Obviously, if the condition changes before a planned review is due, a review should be done as soon as possible.

Recording Workplace Adjustments

The Workplace Adjustments Form, hosted on Service Now, is used to:

  • Identify adjustments required
  • Record the current status of adjustments
  • Review adjustments and their effectiveness for the individual

The form itself can be completed by the Manager or the individual. 

An automated e-mail is sent to both parties following submission of the form which summarises the adjustments and any further actions required.

Reminder e-mails will be sent to complete actions and for reviews. 

If an adjustment is something that can be done through the Estates and Facilities team, such as making a change to a desk, you should log a request through the TABS system: https://adfs.tabsfm.co.uk/NHSBT/default.aspx