DDA Reasonable Adjustment for Employee

Mark Heighton - CMS Cameron McKenna
Online advisor - 3 posts

There are a wide range of steps starting with auditing premises to assess physical barriers to the use of those premises through to staff training and internal procedures/policies.

The best starting point is to look at the Code of Practice published by the Disability Rights Commission which goes into considerable detail and contains a number of examples. You can find a copy on www.drc-gb.org/law/codes/asp

Bozena Benton
Member - 53 posts

You do not comment on the nature of the disability.

The first step is to talk to the employee to ask them what the nature of the disability is and how it will effect (if at all) and impact on their ability to undertake the duties and tasks of their work.

You should do a risk assessment of their workplace involving the employee as much as possible.

If the disability has recently being identified you may need to wait for the longer term prognosis from their medical adviser (GP or Consultant). You may be able to put in interim adjustments.

You should also consult with your own medical adviser who will give advice from an occupational health perspective of how the employee's disability will impact on their job and whether they are able to return now or in the future. This should be done taking into account any reasonable adjustments to be made.

The local Disability Advisory Service (contact your nearest Job Centre) will also advise on any reasonable adjustments that are available and may also help with financial costs to put them in place. The technology available is at times amazing.

You may find however that there is little adjustment needed that requires heavy financial committment, it just needs a bit of lateral thinking and changes in practice (which may include changes to terms and conditions of employment, i.e. hours, redeployment, relocation etc) or procedure.

Remember, at all times - whatever, you do always involve your employee