Reasonable adjustments are changes employers make to remove or reduce disadvantages for disabled employees, covering physical alterations, equipment, and policy changes. Key examples include flexible hours, remote working, specialized software (e.g., screen readers), ergonomic furniture, modified job duties, or accessible parking.
Impairment-specific adjustments
The Reasonable Adjustments Digital Flag (RADF) is a national record that is held on the Spine (National Care Records Service) which indicates that reasonable adjustments are required for an individual, and optionally includes details of their significant impairments, key adjustments that should be considered and ...
For example, a reasonable accommodation may include, but is not limited to:
Check if the adjustments you asked for are reasonable
The Equality Act says people and organisations only have to make 'reasonable' changes to help you do and access things easier. For example, it might not be reasonable for a small organisation to make an expensive change that will only help you a little bit.
Examples of reasonable adjustments
Reasonable adjustments include: changing the recruitment process so a candidate can be considered for a job. doing things another way, such as allowing someone with social anxiety disorder to have their own desk instead of hot-desking.
While there are some things that are not considered reasonable accommodations (e.g., removal of an essential job function or personal use items such as a hearing aid that is needed on and off the job), reasonable accommodations can cover most things that enable an individual to apply for a job, perform a job, or have ...
Examples of reasonable adjustments you could ask for include:
According to the Equal Employment Opportunity Commission (EEOC), when an individual decides to request an accommodation, the individual or their representative must let the employer know that they need an adjustment or change at work for a reason related to a medical condition.
Whether someone needs a diagnosis. A worker does not need a diagnosis to be considered disabled under the Equality Act 2010. An employer should offer workers support whether or not they have a diagnosis for their neurodivergence. This includes making reasonable adjustments.
Examples of reasonable adjustments may include, but are not limited to:
7 Examples of Poor Working Conditions (and How to Improve Them)
You can also potentially sue your employer for setting you up to fail if it involves false promises or fraudulent inducement. Fraudulent inducement occurs when an employer makes misleading verbal statements or promises to entice an employee into a position, knowing they cannot or will not follow through.
Commonly Utilized Accommodations
Analyze the example where a toddler calls all four-legged animals 'dog' even after seeing a cat. This shows the toddler is applying an existing schema ('dog' for four-legged animals) without changing it, which is assimilation, not accommodation.