Where an employee is disabled (as defined in the Equality Act 2010) employers are often required to make reasonable adjustments to enable the employee to remain in, or to return to work in, the role they were employed to do. If this is not possible further alternatives must be considered. Read more…
Employers are aware that they are under a duty to make reasonable adjustments where a provision criterion or practice (PCP) puts a disabled employee at a substantial disadvantage compared with non-disabled employees. The recent EAT case of Carreras v United First Partnership Research shows that even an expectation or an Read more…
In Waddingham v NHS Business Services Authority, a former NHS employee was awarded £115,000 by the Tribunal for failure to make reasonable adjustments and disability discrimination. The case reminds us of the costly implications of not making the right reasonable adjustments, even where the employee may not have actually proposed any adjustments Read more…
Following the decision in Dyer v London Ambulance NHS Trust this week, a case which confirmed that it was unreasonable to expect an employer to ban its employees from wearing perfume or aerosol deodorants for fear of setting off a disabled employee’s severe allergic reaction to aerosols, we explore some Read more…
It is well known that, under the Equality Act 2010, an employer is under a duty to make reasonable adjustments in relation to a disabled person. It is less well known what this means in practice and when the duty actually applies. The purpose of the duty is to assist Read more…