You know that you’re required to make reasonable adjustments to cater for an employee who’s covered by the Disability Discrimination Act. But where do you stand if you dispute the reasonableness of a
suggested adjustment?
Published 04.09.2008
You’re required you to make reasonable adjustments for an employee suffering from a qualifying disability. But could this go as far as requiring you to create a new position? What does a new case
say?
Published 08.03.2007
After careful consideration it’s clear that no reasonable adjustments can be made to a disabled employee’s job. So what about swapping their role with another employee’s? How can you dodge objections
from that person?
Published 30.11.2010
Disability discrimination legislation requires you to make reasonable adjustments for a disabled employee. But what’s the position if this individual has found ways to seriously reduce the impact of
their disability? What then?
Published 07.02.2008
You know that when an employee presents you with a qualifying disability, you’re obliged to make reasonable adjustments to how and where they work. Now it seems procedure or policy changes may be
needed too. What’s the latest?
Published 25.01.2007
If an employee is closely associated with a disabled person, e.g. a child, spouse, relative or friend, you must not discriminate against them because of it. OK, but are you required to make
reasonable adjustments for your employee?
Published 13.12.2013
You’ll know that the Disability Discrimination Act (DDA) prevents you from discriminating against disabled job applicants. But what about existing staff? How far are you expected to go in
accommodating them?
Published 15.06.2006
In a recent case involving British Airways Plc (BA), the tribunal said that reasonable adjustments for a disabled employee should have been put in place within six weeks. Is this the new rule?
Published 24.09.2012
Let’s suppose that a candidate discloses a medical condition during a job interview. It’s not a disability but if it deteriorates in the future it could become one. As they are non-disabled, can you
reject them because of their condition?
Published 29.01.2018
The nature of shift work means that staff are more likely to suffer from disrupted sleep patterns and ill-health. A new case shows that, if managed badly, it could even lead to disability and a
claim. What’s the latest?
Published 01.05.2008