As an employer, it's a good idea for your organisation to have a policy that covers reasonable adjustments.
A policy helps make clear:
- how and when employees can access reasonable adjustments
- how managers can respond and support staff to put reasonable adjustments in place
- how you review and monitor reasonable adjustments
- what happens if reasonable adjustments are not working for you or your employee
You can also use a policy to train managers on the process and how to follow it consistently.
You should review any policies you have that relate to disability and reasonable adjustments. For example, policies on sickness or absence. You should make sure they're consistent with your policy on reasonable adjustments.
What else the policy should include
A reasonable adjustment policy might also include:
- reference to any physical or mental health or wellbeing strategy
- activities to raise awareness of physical disabilities and mental health conditions
- information on the internal support available – for example disability or mental health champions
- what external support is available – for example an employee assistance programme (EAP) or occupational health services
- manager training and support
If there is no policy
If you do not have a policy covering reasonable adjustments, you must follow the law.
You can also look at how reasonable adjustments have been managed previously. This might help you decide how to mange them now or in the future.
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Reviewing policies
As an employer, you should review policies on reasonable adjustments to make sure they:
- are easy to understand and accessible
- are clear on what needs to be done by who, how and when
- are easy for employees to find
- are used consistently by managers
- provide opportunities for employees to give feedback on the policy and recommend changes
After reviewing a policy, you might find:
- you need to update it
- managers or employees need training and support to use the policy effectively