Making reasonable adjustments for disabled staff is a legal requirement under the Disability Discrimination Act Part 2.

A number of factors come into play when considering reasonable adjustment and it is always advisable to have an independent expert to come in and work with you to put these into place.

• Establish the nature of the person’s disability and where it may impact on the person’s ability to perform their job role
• Reasonable adjustments can cover the working environment, how the job is performed, interaction with team members, communication, policy & procedures and so on
• Disability confident people are crucial
• Communicating reasonable adjustments to people internally and externally
• Ongoing monitoring and review of reasonable adjustments
• Ensuring that staff appraisals are used to flag up disability matters and any reasonable adjustment that may need to be considered