Guidance for managers
Learn more about what you need to do when considering reasonable adjustments for a member of your team.
As an employer, we have a duty under the Equality Act 2010 to make reasonable adjustments where a disabled member of staff, or job applicant, is put at a substantial disadvantage compared to others by the application of a “provision, criteria or practice”.
As a manager, you are responsible for supporting employees who you could reasonably be expected to know are disabled, whether they have told you about their disability or not. You must consider the possibility that an employee who is struggling at work may be disabled and need adjustments.
A failure to make reasonable adjustments for a disabled member of staff or applicant could amount to disability discrimination.
Find out more about the types of adjustments staff may request.