What is meant by an employer having to make reasonable adjustments?
A ‘reasonable adjustment’ is a change that must be made to remove or reduce a disadvantage related to: an employee’s disability when doing their job. a job applicant’s disability when applying for a job.
What are examples of disability discrimination in the workplace?
Verbal harassment such as teasing, jokes, or slurs based on your disability. Intrusive comments or questions about your disability at work. Singling you out for different treatment based on your disability. Refusing to offer reasonable accommodation for you to do your job.
What are reasonable adjustments in the workplace for someone with a disability?
Some of the more common reasonable adjustments in the workplace are: providing flexible working hours, such as working part-time or starting and finishing later. moving a person with disability to a different office, shop or site closer to their home or onto the ground floor, or allowing them to work from home.
Are reasonable adjustments just for disability?
The Equality Act says there’s a duty to make reasonable adjustments if you’re placed at a substantial disadvantage because of your disability compared with non-disabled people or people who don’t share your disability. Substantial means more than minor or trivial.
What are the 2 most commonly stated reasonable adjustments that would enable employment among disabled people?
Giving, or arranging for, training or mentoring (whether for the disabled worker or any other worker). This could be training in particular pieces of equipment which the disabled worker uses, or an alteration to the standard workplace training to make sure it is accessible for the disabled worker.
Can an employer refuse reasonable adjustments?
A failure to make reasonable adjustments is a form of disability discrimination. However, an employer can refuse to make specific adjustments if it would not be reasonable for them to do so.
What is the punishment for disability discrimination?
Disability Discrimination Act 1992 (DDA) offences and penalties include: victimisation of a person attempting or intending to make a complaint under the DDA or the Human Rights and Equal Opportunity Act 1986 (HREOC Act)–penalty: six months imprisonment (s. 42)