New Research Released on Workplace Reasonable Adjustments

Lucy_Scope

From Disability Rights UK

Lack of reasonable adjustments in the workplace are “holding Disabled people back” at work, the Trades Union Congress (TUC) has warned in a new report.
The TUC report entitled “Disabled workers’ access to reasonable adjustments”, surveyed 1,000 Disabled workers and asked them to share their experiences around barriers they faced when getting and staying in work. This new survey follows on from the TUC’s 2024 Equality Audit2, which found that over half of trade union reps who had supported Disabled members seeking to get reasonable adjustments put in place at work, found it was the second most frequent equality issue they encountered.

Government data shows one in four of the working-age population are classed as having a disability, meaning there are 5.5 million people currently in work who are Disabled. Putting in place reasonable adjustments is an effective way to remove the practical barriers Disabled people face at work and ensure the ability to reach our full potential in employment. However, the TUC Disabled Workers Conference and Disabled Workers Committee have consistently raised concerns regarding the huge barriers Disabled workers face when getting into and staying in work.

The new TUC survey confirms that the two biggest issues facing Disabled workers are, not getting the reasonable adjustments we need. The survey found that over half of Disabled workers questioned said they had put in a request but had either only some of their request or none of their request for reasonable adjustments implemented.

Other findings included:

One in five Disabled employees reported their employer did not agree the disadvantage or adjustment was substantial.
More than one in five said their employer did not think the adjustment would ‘resolve the disadvantage’.
Almost one in five reported that their employer said the ‘financial cost was too high’.
Over a third of Disabled workers were uncomfortable talking about their health, including disability, impairment, or long-term health condition, with their manager or supervisor.
One in five Disabled workers were dissatisfied with the support they received from their manager or supervisor
A quarter of Disabled workers said how they were dissatisfied with their opportunities for progression.
The report highlights recommendations to the Government that include:

Supporting Disabled people into work: Act to ensure that those Disabled workers who are able to work, and want to work, have the support they need to enter and stay in work. Where employers have not put in place the reasonable adjustments Disabled workers need to do their job, they should not face a detriment linked to benefits or their removal/reduction.
The government should require employers to record impairment related sick leave taken by Disabled workers, separately from other sick leave.
TUC General Secretary Paul Nowak said: "We all want to live and work in dignity. But far too many disabled workers face seemingly never-ending barriers that prevent them from being able to work, progress in their career and thrive.

"And once they're in work, disabled workers should see their request for reasonable adjustments met.

"This is a no brainer. It's good for workers, good for employers who would be able to retain more workers, and good for the government in their drive to keep disabled people who can and want to work in employment."

Dan White policy and campaigns officer at DR UK said: “The Government has a focus on moving more Disabled people into work but is doing little to change employer practice. We know there is a huge disability pay gap of 17.2% - meaning that non-Disabled employees earn on average £2.35 an hour more than Disabled workers- and now we have the evidence that support in work is fractured. These barriers need to be tackled by Government policies and legislation, well in advance of changes to the benefit system.”

“The Government needs to implement The Disability Employment Charter of which DR UK is a founder member. We have the knowledge to make employment safe, viable, effective and fair, but surveys like this show how inadequate current policy and practice is and point to the need for urgent change."

oceanmermaid

Hey @Lucy_Scope

Thanks so much for posting this. You've really helped to inspire me.

I am going through an employment tribunal at the moment and the Respondent's Solicitor has completely left out my claim asking for Fit Mask Protection which my permanent colleagues were given whilst working with Covid Patients in the bundle which has been submitted to the Tribunal. He stated that "not having a mask did not put me at a disadvantage at work."

The point is that I had made over 8 requests to be treated the same as my permanent colleagues because I was scared that my disability would worsen (which it has since then).

I only hope that the Judge will see that I should have been treated the same and my requests for adjustments listened to.

You've given me some glimmer of hope trying to stick up for disabled people in the workplace. Thank you so much 🙏

Lucy_Scope

Hi @oceanmermaid,

I am so sorry to hear that you are having such a difficult time with your employment tribunal.

I am glad that this story has brought you hope.

Know that there will be people in the Online Community to listen ❤️

Best wishes,

Lucy

oceanmermaid

Morning @Lucy_Scope

It's okay, I was completely shocked that they have decided to leave out key evidence as I had to make Protected Disclosures as well as asking for Reasonable Adjustments.

Luckily I put my "big girl pants on" over the bank holiday and read through all the documents carefully and the strong coffee must have worked to help me stand up for myself.

And then your post came along to inspire me even more and keep being strong.

I can't say thank you enough.

Hope you have a lovely day :)