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Employers have a legal duty to make reasonable adjustments if they know, or could reasonably be expected to know that a person has a disability or impairment, e.g. change in behaviour, performance or attendance which a reasonable person would suspect means that they might have a substantial and long-term adverse effect on the individual’s ability to carry out all or part of their job.
Examples of adjustments include:
DO YOU FEEL IT IS TOO EXPENSIVE TO IMPLEMENT THE ADJUSTMENTS THAT YOU HAVE CONSIDERED?
Ask your staff to apply for specialist funding for special equipment, adaptations, support worker services or help getting to and from work related to their disability www.gov.uk/access-to-work
USEFUL INFORMATION FOR A REFERRAL TO WORKABILITY SOLUTIONS
USEFUL SELF-HELP RESOURCES FOR STAFF