The sorts of measures – “reasonable adjustments”- that an employer needs to take to support a disabled employee will depend very much on the circumstances of the individual, but also on the size and nature of the organisation involved. Appropriate measures need not be extensive or complex to make a big difference. Examples might include:
- For a physically impaired employee: making sure that the layout of the working environment is accessible and free from obstructions; agreeing a personal emergency evacuation procedure with them if they require assistance; or providing assistive computer equipment such as modifications to hardware, or voice activated software.
- For a blind or partially sighted employee: making alterations to the working environment; supplying documents in audio or Braille formats; carrying out a risk assessment of the workplace; arranging a tour of the workplace; providing software or technology that magnifies onscreen text and images or converts text to sound.
- For an employee with a hearing impairment: providing information in accessible formats; or seating an employee in a quiet area, away from distracting noises; using adapted telephones with adjustable volumes and lights.
- For an individual with a mental health condition: offering flexible working patterns, including changes to start and finish times and adaptable break times; providing a quiet place to work; helping create an action plan to help them manage their condition.
- For an employee with a learning disability: allowing work trials instead of formal interviews; using specialist in-work support to help in learning a role.
- For an employee with dyslexia: allowing meetings to be recorded on tape, or have text-to-speech or speech-to-text software.
- For an employee with an Autistic Spectrum Condition: maintaining a structured working environment and routine; avoiding language which is hypothetical or abstract or avoiding making statements which could be taken literally.
For a physically impaired employee: providing assistive computer equipment such as modifications to hardware or voice activated software; agreeing a personalised emergency evacuation procedure if they require assistance; making sure that the layout of the working environment is accessible and free from obstructions.