Outline of policy

Under the Equality Act 2010, the employer has an absolute ‘duty’ to make ‘reasonable adjustments’.

Designed so that individuals can work on equal terms, this is to ‘level the playing field’ between those with disabilities and those without.

Individuals with a long-term condition or disability may not wish to declare they have one. This is acceptable, however, if you require adjustments then you will require a conversation with a line manager to enable relevant support is given. In these cases, a Reasonable Adjustments Passport (RAP) should be completed.

If a member of staff is returning to work after an injury or recovering from a mental health condition, then a RAP can be considered on a case-by-case basis for a transitional period.

Advice can always be sought from an HR advisor, or the reasonable adjustments officer, or of course, the Federation.

The policy can also be used at the recruitment stage to support individuals’ commencement in post. Also, for promotion or new job roles to ensure there are no barriers to access or opportunity.