Could a 'reasonable adjustment' enable you to work?

Once upon a time, illness, accident or disability at work could have meant losing your job. Not any more. The law is on your side.

Did you know that if you have a health problem, illness or disability that affects the way you do your job, your employer may well be obliged by law to help you with it?

We kid you not. The law concerned is the Disability Discrimination Act but you don't have consider yourself  disabled or have any special pass or claim any particular benefit. Under the law, the employer must make any 'reasonable adjustment' that would enable you to do the job despite your health problem.

There are hundreds of possible reasonable adjustments - see the list below. Most adjustments are cheap or free but if there is a discussion about what is 'reasonable' for an employer, the law takes into account factors like how effective it is, how practical it is, the cost and the disruption it might cause.

There are many, many examples of reasonable adjustments - the only real limit is you and your employer's imaginations.

Reasonable adjustments can vary over time and apply to you whether or not you have a job right now. They should also be made for work-related activities such as interviews or performance reviews.

The Commission for Equality and Human Rights which oversees the relevant anti-discrimination legislation can advise you and your employer. Don't think this doesn't apply to you - if you have any health problem that affects the way you work (and will do for some time), it probably does. Check it out.

Reasonable adjustments include:

• more flexible working hours:

   

  - starting later or finishing early

   

  - rest-breaks

   

  - flexible lunch hours

   

  - medication breaks

   

  - flexi-time

   

  - job-shares

   

  - greater control over time-management

   

  - rotation of duties

• obtaining new equipment or adapting existing equipment

   

  - desks, chairs, shelving and other office furniture is available in all shapes and sizes

   

  - vehicles can be adapted or replaced or taxis or public transport used instead

   

  - computers can spoken to, operated with track-balls or pointers or even using the eyes alone

   

  - phones can be hands-free, amplified or text-phone

   

  - alarms can be both audio and visual

   

  - written materials can be made available in large print, audio, Braille and other alternative formats.

• time off for:

   

  - treatment

   

  - assessment

   

  - rehabilitation or physiotherapy

   

  - retraining

   

  - impairment-related absence

   

  - other impairment-related leave such as learning how to use a guide dog

• training

   

  - work-related for you or colleagues

   

  - impairment-related or disability awareness training for colleagues

• Improving access to and design of your work-place:

   

  - ramps

   

  - lift

   

  - changing a colour scheme

   

  - moving your office or work-station to a more private location, a more accessible one or even nearer some other facility such as the toilet

   

  - storage space or a fridge for medication or other requirements

   

  - use of office facilities such as computers for personal impairment-related activities

   

  - rest space

   

  - altering the speed or arrangements of automated processes

   

  - reducing the amount of walking or other physical activity

   

  - seating

   

  - shelving

• providing an assistant offering, for example, practical help, reading or help with communication such as sign language.
• employing a temp
• allocating you to alternative duties within your existing post
• allocating you to an alternative post (this should usually be the last resort)

Could one of these help you?

• This information was originally put together as part of Doing Work Differently published by Radar. More information at radar.org.uk or order a hard copy of Doing Work Differently from: dwd@radar.org.uk.
• More about Reasonable Adjustments at Work from the CEHR.