{"id":235235,"date":"2025-05-10T20:21:28","date_gmt":"2025-05-10T20:21:28","guid":{"rendered":"https:\/\/peraltafinancing.com\/business\/legal\/unlocking-work-what-do-employers-need-to-consider-when-making-reasonable-adjustments-for-disabled-employees\/"},"modified":"2025-05-10T20:21:28","modified_gmt":"2025-05-10T20:21:28","slug":"unlocking-work-what-do-employers-need-to-consider-when-making-reasonable-adjustments-for-disabled-employees","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=235235","title":{"rendered":"Unlocking Work: What Do Employers Need To Consider When Making Reasonable Adjustments For Disabled Employees"},"content":{"rendered":"


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Over recent weeks we have seen the government unveil a series of proposals designed to \u2018unlock work\u2019 for millions of people in the UK living with a disability. The so-called \u2018Plan for Change\u2019 aims to help the almost 2.5 million people in the UK who are \u2018economically inactive\u2019 due to long-term sickness or disability. As part of this, the Access to Work scheme is likely to undergo its first substantive change since it was first introduced back in 1994.<\/strong><\/p>\n

Much of the detail about what those changes will look like are still being ironed out, however, initial indications suggest that there is likely to be a greater onus on employers to make reasonable adjustments themselves in order to relieve some of the financial pressure on the Access to Work scheme following a recent surge in applications.<\/p>\n

What does \u2018reasonable adjustments\u2019 mean and what does the law say?<\/h3>\n

Supporting disabled employees as they return to work is not only good practice \u2014 it\u2019s a legal obligation. Under the Equality Act 2010, employers have a duty to make reasonable adjustments to ensure disabled individuals are not placed at a substantial disadvantage compared to their non-disabled colleagues.<\/p>\n

This legal duty is especially important when an employee starts work and an employer is aware of any disability or returns to work after an absence due to illness, injury, or where there is a change in their condition such that any adjustments will need to be reviewed. Creating a supportive and accessible environment isn\u2019t just about legal compliance; it\u2019s about ensuring equity, dignity, and productivity in the workplace for all disabled staff.<\/p>\n

The Equality Act 2010<\/em> protects individuals from discrimination on the grounds of disability, among other protected characteristics. For the purposes of the Act, a person is considered disabled if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.<\/p>\n

Under this legislation, employers are required to take reasonable steps<\/em> to remove or reduce disadvantages faced by disabled employees. This duty arises when the employer knows\u2014or could reasonably be expected to know\u2014about the employee\u2019s disability.<\/p>\n

What are reasonable adjustments?<\/h3>\n

Reasonable adjustments are changes that an employer can make to remove barriers that prevent disabled employees from performing their jobs effectively. These adjustments might include:<\/p>\n