NHS Blood and Transplant People First

Tailored Adjustment Agreement

NHSBT has a responsibility to support each and every one of its employees to remain in work and return to work as quickly as possible, and be able to achieve their potential.

Managers have a vital role in ensuring that their teams are able to work to the best of their ability.  They are responsible for creating an open and supportive environment at work where individuals can talk about any problems they have with their work and seek help early.

Equality Act 2010 and Disability

Should you have a disability are protected by the Equality Act 2010, which means that you are required by Law to ensure that they can work and to make changes or ‘reasonable 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, hearing loss, sight issues, diabetes, cancer, multiple sclerosis, asthma, back problems, HIV, and mental health conditions like depression.

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. For example during pregnancy, following a surgical operation, dealing with caring responsibilities outside work, following a long-term absence due to mental or physical illness or a bereavement.

What are Workplace Adjustments?

Workplace adjustments can be temporary or long-term, and 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. 

See the Manager Guide – Making Adjustments for advice and information on what is possible

Suggested adjustments could come from an occupational health report, GP Fit Note, Health, Safety and Wellbeing advice, 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 as the condition changes 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.

What is the Tailored Adjustment Agreement Recording Tool and Why Should I Use It?

The new Tailored Adjustment Agreement Recording Tool has been created as an easy to use way of recording adjustments as they are agreed and when existing adjustments are reviewed to ensure that they are still suitable and effective.

  • It is a living record which will make sure that both an employee and their manager have an accurate record of the workplace adjustments that have been agreed.  
  • By having an agreement in place it will minimise the need to re-negotiate reasonable adjustments every time you changes jobs, is re-located or when a new manager comes into post.
  • It will enable us to know what your needs are and if the adjustments are suitable.
  • It will provide you and your manager with the basis for discussions about workplace adjustments at future meetings.  
  • It will enable reviews to happen when required to ensure that adjustments remain useful and can be closed when no longer required. 
  • It will also enable small adjustments, such as time off work for hospital appointments or needing assistance to request OH appointments, to be recorded. 

The Tailored Adjustment Agreement Recording Tool must also be completed if an adjustment is not accepted, so that you can record all the support that has been considered for you.

For any further information and advice, please contact HR Direct.

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