One of your colleagues says that all smaller employers can obtain a grant to make reasonable adjustments for disabled employees from the government-funded Access to Work scheme. Is this true?
Published 25.01.2017
A job applicant has informed you that due to an ongoing medical condition they have an assistance dog. You aren’t too keen on having an animal in your workplace so can you use this as grounds to
reject them?
Published 13.01.2015
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
A disabled employee has successfully claimed discrimination after her employer failed to provide her with adequate toilet access. This case highlights two important points, so what do you need to
know?
Published 05.06.2014
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
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
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
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
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
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