If you have a disability or a long-term health condition
and you apply for a job or become a member of staff, the employer has
a duty to make reasonable adjustments to employment practice and premises
if these place you at a disadvantage.
There are no hard and fast rules about what counts as a reasonable adjustment,
mainly because what might be a great help to you might not be for someone
else. Many adjustments cost little or nothing and are often a matter
of flexibility and developing a creative approach to working practice,
such as: enabling you to work flexible hours, taking food breaks to
manage diabetes, or allowing you to take time off to attend doctors'
appointments.
Other adjustments might involve:
— making changes to premises
— getting or modifying equipment such as a CCTV, voice-activated
computer software or a telephone adapted with an amplifier
— translating instructions and reference manuals into accessible
formats,
such as large print and audio cassette
— providing a reader or sign language interpreter
— giving feedback in a particular way
— or allowing you to work in a private room if most work is done
in an open-plan office
