An employee argued that she had a statutory right to sick pay as a reasonable adjustment under disability discrimination legislation. Did the Court of Appeal agree?
Published 06.09.2007
Reasonable adjustments should be made for any disabled employee who is placed at a substantial disadvantage due to a provision, criterion or practice, e.g. workload. But must an adjustment be
implemented if there’s a chance it won’t work?
Published 20.10.2016
Making reasonable adjustments can be tricky. But what happens if you haven’t been told, or it’s not otherwise obvious, that a particular employee is disabled? Could you come unstuck in tribunal over
this?
Published 21.09.2011
Although the requirement to make reasonable adjustments is well-established by disability legislation, it’s not been clear whether a failure to consult is a failure in its own right. What does a
recent case have to say on the subject?
Published 03.04.2008
Many employers have trigger points in their sickness absence policies which start formal management procedures when an employee’s attendance levels become unacceptable. Must these be adjusted for
disabled staff?
Published 18.06.2014
An employee is moving to a job role with fewer responsibilities because of their disability and this change amounts to a reasonable adjustment. Can you reduce their pay or is the employee also
entitled to permanent pay protection?
Published 01.10.2021
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
The Employment Appeal Tribunal has ruled that moving a disabled employee to another location was a reasonable adjustment. But what had the employer put in its contracts that helped its case?
Published 07.04.2010
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
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