Reasonable adjustments relate to disability discrimination.
If the way in which the employer goes about doing things, or if there are physical features in the work environment that put a disabled person at a substantial disadvantage in comparison with people who are not disabled, then the employer must take such steps as it is reasonable to have to take to avoid the disadvantage.
For example, where, but for the provision of an auxiliary aid, a disabled person would be at a substantial disadvantage, the employer has to take such steps as it is reasonable to take to provide that auxiliary aid.
A further example is that it may be necessary to introduce a service such as a sign language interpreter for a person who is deaf
For other protections against discrimination see:
- direct discrimination
- associative discrimination
- perceptive discrimination
- indirect discrimination
- disability discrimination
For information about the protected characteristics and business best practice, return to the discrimination page.
Contact us about promoting equality in the workplace, or if you have suffered discrimination.
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