Businesses will welcome an EAT decision that an employer did not fail in its duty to make reasonable adjustments by not waiving the requirement for a competitive interview process in respect of an internal vacancy for which a disabled employee was applying. The EAT acknowledged that it would make a nonsense of the appointment process if a business had to appoint someone they had no faith in. Disabled employees who are on long-term sick leave, or who are not in active employment at the time when an alternative vacancy arises, will, by definition, find it hard to “prove themselves” at interview.
A checklist explaining reasonable adjustments, in the context of disability discrimination and identifying when a business may need to make them, can be provided. Please contact me for further details.
0 Comments