Reasonable Adjustment
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I'm trying to find some evidence or documentation that will help me with reasonable adjustment.
My Manager has know I have ASD, and dyslexia for the last 4 years and has done nothing to help me in the workplace and even refuses to provide education and awareness training to my colleagues, as he states it is unreasonable and impractical.
He also recently refused to reasonable adjustment for a promotion interview, he told me there was when in fact I still had to proceed through a neurotypical type interview for the promotion.
Is there anywhere, or any way of getting what the courts or tribunals would consider a reasonable adjustment. What is even more disappointing is my employer is registered as disability friendly employer, with the government scheme
My Manager has know I have ASD, and dyslexia for the last 4 years and has done nothing to help me in the workplace and even refuses to provide education and awareness training to my colleagues, as he states it is unreasonable and impractical.
He also recently refused to reasonable adjustment for a promotion interview, he told me there was when in fact I still had to proceed through a neurotypical type interview for the promotion.
Is there anywhere, or any way of getting what the courts or tribunals would consider a reasonable adjustment. What is even more disappointing is my employer is registered as disability friendly employer, with the government scheme
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Hi @Felixx, thanks for sharing this with us and I'm so sorry to hear about your experiences. This must be a really frustrating situation for you.
As you know, all employers have a duty to make reasonable adjustments. I've moved this into our employment advisor category where hopefully one of the team will be able to offer guidance. In the meantime, there's some further information on what constitutes a reasonable adjustment here: it certainly sounds like you have grounds to take this further.Reasonable adjustments include:- changing the recruitment process so a candidate can be considered for a job
- doing things another way, such as allowing someone with social anxiety disorder to have their own desk instead of hot-desking
- making physical changes to the workplace, like installing a ramp for a wheelchair user or an audio-visual fire alarm for a deaf person
- letting a disabled person work somewhere else, such as on the ground floor for a wheelchair user
- changing their equipment, for instance providing a special keyboard if they have arthritis
- allowing employees who become disabled to make a phased return to work, including flexible hours or part-time working
- offering employees training opportunities, recreation and refreshment facilities
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Hi, its hard to find direct info on this, I've found this out too, its hard to get employers to buy equipment for adjustments.the question is reasonable and employees use this to evade their duties.2
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My previous employer proudly advertised they were a disability aware and mindful employer and were working in conjunction with a local disability enabling company! When they were refusing reasonable adjustments I contacted the partner company who then liaised with the employer. In south west England try workways should come up on google search . If yu ring I’m sure they cd point you to someone similar in your area.1
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Contact access to work they can do an assessment and recommend adjustments1
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@petetyerman Hi ive been in contact with Access to Work twice, twice I have had reports done and so far have been ignored...even had workplace assessment done by NAS....ignored0
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reasonable are just about anything that will help you http://www.bristolautismsupport.com/reasonable-adjustments-at-work-for-autistic-adults/ gives a list as do many websites the british dyslexia sight has many.however if you are thinking that a tribunal is necessary the most important thing you need is evidence in writing of specific requests for adjustments that have been ignored or refuse, the ideal ones are those which are chap and easy to do as they are the hardest for an employer to justify . I was in a tribunal recently when when refusal of a spelling checker for dyslexia was enough to prove discrimination. if the access to work as any recommendation which not been implemented that is strong in a tribunal . the court take the Equality a Human rights advice https://www.equalityhumanrights.com/en/advice-and-guidance/equality-act-guidance the guidance for employers is most useful as it states what they must do. In effect the tribunal is likely to accept any adjustment that would help you unless the employer can show unreasonable which is not easy unless very expensive or has health a safety issues . if you go to a tribunal they will try to 1 deny the disability 2 says its out of time so get your timing right. 3 month from last clear discrimination. The make sure you follow court instructions to the letter as the respondents solicitors know if you get to hearing you will probably win.recurrent failure to make adjustments is also harassment particularly if deny the need for the adjustment for no good reason like the training issue . a harassment claim enhances you damages so include if you can. the tribunal process is stressful and long winded but can be used even without legal support if you prepare well.the most important part is getting the first claim details right
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@jellybellybigbelly responded:
I think you would need to seek an employment solicitor who specialises in disability discrimination. They in turn will help you prove you have disabilities or advise where to obtain the relevant information from.
Always check out your chosen solicitor on the SRA website. There's a lot of sharks out there.
Good luck!
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Have you looked at the Law Centre?0
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@Sam_Scope We don't have one in my area0
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are you a member of a trade union at work? if not considering joining as they should be able to support you?0
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I would seek advice past your local level. you will have a regional office. maybe double check with them. Unison might be able to provide you with support, even if they can't fix the past issues.....1
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there is a financial assistance programme that unison provide, i would ask if they can provide you with some legal fee assistance as if Unison can't help on your problem, maybe they can give you a grant so you can employ someone.1
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Already done twice and still nothingpetetyerman said:Contact access to work they can do an assessment and recommend adjustments0 -
They have been as unhelpful as work it's selflivonia said:I would seek advice past your local level. you will have a regional office. maybe double check with them. Unison might be able to provide you with support, even if they can't fix the past issues.....0 -
Hi don't need to worry as the discrimination is still ongoing, and I got the ET 1 in time as that is one thing they haven't challenged, ironically they have admitted I'm disabled on the ET3, but they are listing things like the manager having an open door policy as a reasonable adjustment, and some equally daft suggestions. There ET3 has more holes than swiss cheesepetetyerman said:reasonable are just about anything that will help you http://www.bristolautismsupport.com/reasonable-adjustments-at-work-for-autistic-adults/ gives a list as do many websites the british dyslexia sight has many.however if you are thinking that a tribunal is necessary the most important thing you need is evidence in writing of specific requests for adjustments that have been ignored or refuse, the ideal ones are those which are chap and easy to do as they are the hardest for an employer to justify . I was in a tribunal recently when when refusal of a spelling checker for dyslexia was enough to prove discrimination. if the access to work as any recommendation which not been implemented that is strong in a tribunal . the court take the Equality a Human rights advice https://www.equalityhumanrights.com/en/advice-and-guidance/equality-act-guidance the guidance for employers is most useful as it states what they must do. In effect the tribunal is likely to accept any adjustment that would help you unless the employer can show unreasonable which is not easy unless very expensive or has health a safety issues . if you go to a tribunal they will try to 1 deny the disability 2 says its out of time so get your timing right. 3 month from last clear discrimination. The make sure you follow court instructions to the letter as the respondents solicitors know if you get to hearing you will probably win.recurrent failure to make adjustments is also harassment particularly if deny the need for the adjustment for no good reason like the training issue . a harassment claim enhances you damages so include if you can. the tribunal process is stressful and long winded but can be used even without legal support if you prepare well.the most important part is getting the first claim details right0 -
a poor et3 certainly helps but they may try to enhance it have you done a subject access request for you records often finds you evidence and internal emails which may enhance your case. I the case i was involved it produced emails including clear discrimination by the employer which we previously did not know about1
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That is one thing I haven't done as was trying to find some information as to what I can ask for etc, and how to word the letterpetetyerman said:a poor et3 certainly helps but they may try to enhance it have you done a subject access request for you records often finds you evidence and internal emails which may enhance your case. I the case i was involved it produced emails including clear discrimination by the employer which we previously did not know about0 -
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