Reasonable Adjustments at Work - Why, What & How?

The Equality Act 2010 (UK) says that in order for your health condition to be covered, it must have a long-term and substantial effect on your daily life, which is why those of us with MS are included (even if the impacts aren't obvious to others), as MS is classed as a progressive condition. The Act covers us from the point of contact with an employer to when we're in the workplace.

Once you've told someone about your chronic condition, the natural follow-up question would be to look at your needs. Before any conversation around your needs takes place, I really recommend taking time to reflect and to research. Read one of my very first posts about disclosure as background.

If you don't know where to start, perhaps these questions might help?

• Which areas of the role might you struggle with? (be as specific as you can)*


• What reasonable adjustments do you need?


• If you've had reasonable adjustments previously in another role or environment, how did they help you?

*If you're using the questions above to write down answers at this point, be as honest as you can. Once you've done this, decide whether or not you want to talk about these things in the actual conversation. If there are lots of areas of concern, do you want to prioritise? Are there things that you can manage yourself? What would you prioritise? Or perhaps you want to say it all because there is the need to.

In my experience, line managers don't generally have an armoury of reasonable adjustment possibilities unless they have encountered disability through previous experience, so it's likely they'll need you to guide them. Remember that at this point in the conversation, they are still processing your news.

If you're completely flummoxed about what to ask for, and you've written down your areas of concern, do some research. It's important to demonstrate that you are the expert of your condition, as well as showing willingness to partner with the employer. This doesn't mean you have to compromise yourself - after all, you do need what you need and the employer has a duty of care to remove barriers to your employment that exist (because of your condition), so that you have the same opportunities to perform as your colleagues.

So, what do you ask for?

There are two key things here:

1. The term 'reasonable' - what is 'reasonable' in one context may be different in another.  

2. What you ask for should be directly related to specific areas of the role that you struggle with - what will help put you on a level playing field with your peers?

If you're at the application process, recruiters may be able to adjust the process if you think there will be activities you'll struggled with. For example, psychometric tests: If you work better in the mornings, an employer can offer you the test at that time of the day or offer you extra time.

If you're in a wheelchair, the employer may allocate you a desk on the ground floor or close to a lift or toilet. 

If you suffer from fatigue, they could offer you a different working pattern or flexible working, e.g. working from home, if there is flexibility in the role.

Here are some ideas, but they're not an exhaustive list so please do read around this subject and feel free to add more in the comments section:

Fatigue

• Flexible working, e,g, working from home


• Flexible working pattern, e.g. different shifts, starting earlier contractually, etc.


• Short but frequent breaks


• Provide dictation software, e.g. Dragon, Read Me

Cognitive issues

• Allow a quiet place to work when this is challenging/ for challenging work


• Permit headphones (when there is lots of noise dividing your attention)


• Help to prioritise your work


• Provide dictation software, e.g. Dragon, Read Me

Bladder/Bowel

• Desk is close to a toilet

Mobility issues

• Ramp access and adaptations to your workspace


• Ergonomic chair


• Desk allocated on the ground floor or close to lift


• Meetings could be virtual, e.g. telephone, Skype


• Reserved car parking bay


• Relocating light switches, door handles, etc to be easier to reach

General

• Provide buddy, mentor or coach


• Work station adaptations, e.g. chair, keyboard, ergonomic mouse


• 'Disability leave' covers things like medical appointments, sick leave related to relapse etc. (N.B. some firms don't call it this)


• Consider an alternative post if this one becomes untenable

If, like me, this topic fascinates you, you might be interested in these suggestions for further reading:

• https://www.personneltoday.com/hr/disability-discrimination-10-examples-reasonable-adjustments-employment/


• http://www.ecu.ac.uk/wp-content/uploads/external/managing-reasonable-adjustments-in-higher-education.pdf

One of the biggest concerns amongst employers, particularly smaller ones, is the cost of reasonable adjustments. The cost, of course, depends on the individual's need. Yes, sometimes making changes to the environment can be costly, however the cost of not making these changes may be remarkably high in employment tribunals.  In the UK, we have a government scheme called Access to Work, which gives financial support to help you at work through things like paying for equipment or travel when you have trouble using public transport.

For many of us, we'll likely feel guilty about asking for anything at all, worrying that we're taking advantage of the employer. However, I know I've come to realise that I am more effective when I have the support I need as that level playing field is extremely important to my career. It also creates a stronger sense of loyalty to those that invest effort in you.

We all want to stay in work for as long as is possible and it's surely a win for employers to increase employee engagement and to keep skilled employees in their workplace.

If you have enjoyed reading my blog and would like to be notified of new posts and information from other organisations, please follow me at https://www.facebook.com/myMSbullyandme