In this episode I will cover:

• The facts of the case and why the employee was arguing for more pay;
• The background to the requirement to make reasonable adjustments for a disabled employee;
• Why it is important to consider what is ‘reasonable’ in the particular circumstances;
• Why full sick pay is not a reasonable adjustment;
• Why the Employment Appeal Tribunal decided it would be reasonable for the employer in this case to continue to pay at the employees previous rate of pay;
• Why you should take care in deciding what reasonable adjustments should be made for a disabled employee.

Resources

You can read the full judgement for the case here

You can find lots of examples of reasonable adjustments on the Equality & Human Rights Commission Website here

Action Points

1. If you have a disabled employee or someone you suspect could be disabled you need to consider if any adjustments are needed;
2. Seek advice if you are not sure about whether they would be a disabled person for the purposes of the Equality Act;
3. Seek advice about specific adjustments for the circumstances;
4. Give me a call if you want to talk through 023 8098 2006 or 01983 897003

 Remember getting advice from a Solicitor need not be expensive or difficult!