Disability-related absence: reasonable adjustments at work

Under the Equality Act 2010, employers must make reasonable adjustments for disabled people where the duty applies. What is reasonable depends on the situation, including whether a change addresses the disadvantage, is practical and is affordable.

A sickness policy may need to work differently for disability-related absence. Do not let a numerical attendance score make that decision automatically. Speak with the person about the barrier and the support that could help.

Acas gives examples including changes to working patterns, a phased return, adapted equipment and adjustments for absence, such as paid time off for medical appointments or treatment. There is no single adjustment that fits every condition or role.

Discuss proposed changes with the employee rather than making assumptions about what they can do. Consider practical alternatives if the first suggestion cannot reasonably be made. Access to Work may provide support, but it does not replace the employer's own responsibilities.

Keep a short record of the barrier, the change agreed, the owner and the next review date. State how relevant absences will be recorded and considered, so the employee does not have to explain the same arrangement every time a manager changes.

Give those arranging work the information they need to implement the adjustment. Keep detailed health information restricted. Revisit the arrangement when the role, working pattern or employee's needs change.