Reasonable Adjustments

The Equality Act 2010 provides a legislative framework to protect the rights of individuals and to advance equality of opportunity for all.  NHS Golden Jubilee commits to comply with the provisions for public bodies under the Act.  We will do this by implementing reasonable adjustments to working arrangements, equipment and leave, in order to support staff and volunteers to work safely and effectively, and with dignity and respect.

The Equality Act 2010

The Equality Act 2010 provides a legislative framework to protect the rights of individuals and to advance equality of opportunity for all. NHS Golden Jubilee commits to comply with the provisions for public bodies under the Act.

Under the Act, the legal duty to make reasonable adjustments arises in three circumstances:

• Where there is a provision, criterion or practice which puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled.
• Where a physical feature puts a disabled person at a substantial disadvantage in comparison with persons who are not disabled
• Where a disabled person would, but for the provision of an auxiliary aid, be put at a substantial disadvantage in comparison with persons who are not disabled.

What is a reasonable adjustment?

To make an adjustment means to make a physical change to premises or to change work practices to avoid or correct the disadvantage to a person with a disability.  There is no prescribed list of reasonable adjustments; the adjustment will depend on the individual’s needs. We will discuss the requirements with the person concerned and seek to reach agreement on what may be reasonable in the circumstances. We will not make assumptions about whether a disabled person requires any reasonable adjustments or about what those adjustments should be.

Some examples of the adjustments that we can make include:

• Provision of auxiliary aids such as specialist computer equipment and software.
• Alternations to the working environment such as removal of bright lights above workstations.
• Provision of information in appropriate alternative formats (eg large print, Braille, coloured paper etc).
• Extension of time limits.
• use of plain English or Easy Read service.
• Communication through a representative or intermediary (e.g. sign language interpreter).
• Rest or comfort breaks in meetings.

How do I request a reasonable adjustment?

If you have a disability or long-term health condition and would like to request a reasonable adjustment to your working practices, please discuss your circumstances and requirements with your line manager or Occupational Health.

Read the Board’s Reasonable Adjsutment Strategy here.

Supporting Staff