Reasonable Adjustments Employer Obligations

Summary

Under the UKs Equality Act 2010, employers must make reasonable adjustments to ensure disabled employees or job applicants arent disadvantaged. If an employer refuses, it could be considered disability discrimination. Affected individuals can lodge a complaint, seek advice from a trade union, or file a claim with the Employment Tribunal. Section 20 outlines the duty to make adjustments, including changes to physical features, auxiliary aids, and practices. The legal tests under Section 20 include determining if the person is disabled, if a disadvantage exists, and if reasonable adjustments can be made. Consult a legal professional for personalized advice.

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What do you understand about reasonable adjustments
Under the UK's Equality Act *, employers must make 'reasonable adjustments' to ensure disabled employees or job applicants aren't disadvantaged in the workplace. This can include altering work hours, providing special equipment, or modifying duties.
What if an employer refuses to make reasonable adjustments
If an employer in the UK refuses to make reasonable adjustments for a disabled employee or job applicant, it could be considered disability discrimination under the Equality Act *. The affected individual can:
- Lodge a complaint with their employer directly.
- Seek advice from a trade union.
- File a claim with the Employment Tribunal.

Please consult a legal professional for advice tailored to your circumstances.
What do you understand about section * equality act *
Section * of the UK's Equality Act * outlines the duty to make adjustments. It states that employers must make adjustments to avoid a disabled person being put at a disadvantage compared to non-disabled people. This can include adjustments to physical features, provision of auxiliary aids, and adjustments to provisions, criteria, or practices.
What are the legal tests under section *
Under Section * of the UK's Equality Act *, the legal tests for reasonable adjustments are:
*. Is the person disabled within the Act's definition?
*. Is there a provision, criteria, or practice that puts them at a disadvantage?
*. Can reasonable adjustments be made to alleviate this disadvantage?
Please consult a legal professional for personalized advice.