Who should attend

When a disabled job applicant or employee is ‘substantially’ disadvantaged, the employer has a legal duty to make ‘reasonable’ adjustments. The difficulty is that what is reasonable depends upon the circumstances of each case, and upon the size and resources of the employer. As workplaces become more inclusive of older and disabled workers, as technology and work patterns change (particularly following the impact of Covid) and good practice expectations rise, managers face an ever broadening range of requests. These need to be considered on an individual basis which may run the risk of a perception of favouritism, especially if staff view this as creating a precedent and are unsuccessful with their own requests.

Synopsis

In this webinar we will look at :

−    the legal framework – when the duty applies and who does it cover?

−    types of adjustment – physical adjustments and equipment; non-physical adjustments – hours, location, performance

−    case-law update

−    tricky issues – do you say “no” unless you have to say “yes”?  Cost : how much is too much?  Precedent : if you do it for one … ?  Maintaining adjustments : for how long?