You’re under a legal duty to consult with disabled employees over the making of reasonable adjustments. But what happens if there aren’t any that can be made? Must you still waste time and go through
the process?
Published 28.06.2007
Until recently, you needed actual knowledge of a disability in order to be held liable for discrimination. This has now changed. So what’s the latest news?
Published 01.12.2005
Anti-disability discrimination legislation may require you to favour a disabled employee. But could this also extend to paying them extra sick pay?
Published 08.02.2007
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
An employee is protesting about a change you’ve made in your workplace. They claim it could trigger an underlying disability which has been kept under control until now. What does a new case say
about how you should handle this?
Published 04.11.2009
Disabled employees are protected by the Disability Discrimination Act. But a recent case suggests that their relatives may now be able to claim “discrimination by association” too. How do you avoid
this new risk?
Published 24.03.2010
A disabled employee recently argued that, in order to comply with its duty to make reasonable adjustments, her employer should have granted a career break. What was the Employment Appeal Tribunal’s
view on this?
Published 30.11.2011
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
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’ve decided to reject a job applicant because her health looked a bit dodgy. However, she reckons her condition is protected by disability discrimination legislation. How can you argue that she’s
not, in fact, disabled?
Published 16.10.2008