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.
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