Reasonable Adjustments

Section 20 of the Equality Act 2010 sets out the duty to make reasonable adjustments, which applies wherever the Act imposes such a duty on a person (referred to as 'A'). The duty comprises three requirements. The first requirement arises where a provision, criterion or practice of A's puts a disabled person at a substantial disadvantage compared with people who are not disabled, requiring A to take such steps as it is reasonable to take to avoid that disadvantage. The second requirement applies in the same way to a physical feature, and the third requirement applies where a disabled person would, without an auxiliary aid, be at a substantial disadvantage, requiring A to take reasonable steps to provide that aid.

A person subject to the duty cannot require the disabled person to pay towards the cost of complying with it. In relation to the second (physical feature) requirement, avoiding a substantial disadvantage can include removing the feature in question, altering it, or providing a reasonable means of avoiding it.

In the employment context, GOV.UK guidance explains that employers must make reasonable adjustments so that workers with disabilities or physical or mental health conditions are not substantially disadvantaged doing their jobs, and that this duty applies to all workers, including trainees, apprentices, contract workers and business partners. Examples given include changing the recruitment process, allowing a different way of working, making physical changes to the workplace such as installing a ramp, moving a disabled person to more suitable premises, changing equipment, and allowing a phased return to work for an employee who becomes disabled.