If working practices or features of a workplace put a disabled worker at a substantial disadvantage compared to non-disabled workers; the employer must make Reasonable Adjustments to remove or to minimise the disadvantage/s.
For example, if you suffer from depression you may need to be allowed to work part-time, or if you use a wheelchair and you have to travel to work using public transport, then changing start times so that you can avoid rush hour traffic could be a reasonable adjustment.
In deciding whether reasonable adjustments have been made, several factors are taken into account, such as the possible adjustment/s, the cost, the impact of the adjustment and the resources of the employer.
There is no financial cap on the possible cost of a reasonable adjustment, but the size and wealth of an employer will be taken into consideration when determining whether the adjustment is reasonable or not.
Call our Disability Discrimination Solicitors on freephone 0161 830 9642 or contact us online.
Slater and Gordon Lawyers have offices in London, Manchester, Liverpool, Birmingham, Sheffield, Milton Keynes, Bristol, Cambridge, Cardiff, Edinburgh, Halifax, Watford, Wakefield & meeting rooms in Bramhall, Cheshire.