View source for A structured framework to support assessment of reasonable adjustments under Section 20 of the Equality Act 2010.

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'''Equality Act 2010 – Section 20'''

'''Operational Framework for Reasonable Adjustments'''


The Equality Act 2010 imposes a positive duty on employers to make reasonable adjustments where workplace arrangements place a disabled employee at a substantial disadvantage. This document provides a structured, practical framework to assist employers in complying with that duty in day-to-day decision-making. It reflects the purpose of the Act — namely, to prevent and remove disadvantage arising from disability — and translates the statutory requirements into a clear operational process.


'''Stage I – Identify Disadvantage'''

On learning an employee is disabled (or maybe), the employer must examine everything regarding the employee’s work and identify whether any part of it is resulting in more than minor or trivial disadvantage compared with others.


'''Stage II – Identify Methods of Avoiding the Disadvantage'''

Once Stage I has been completed, the employer must assess the effects of any disadvantage identified and look at methods of avoiding (removing) the disadvantage.


'''Stage III – Assess Whether the Adjustment Achieves the Target'''

The employer must assess whether any single adjustment, or a combination of adjustments, would put the employee in the position they would be in if they did not have the disability (or as near as possible to that position).


'''Stage IV – Assess Reasonableness'''

The employer must objectively assess whether the proposed adjustment(s) are reasonable. This involves comparing the effect on the individual employee of failing to make the adjustment with the cost and impact to the employer in the broadest terms.


'''Stage V – Reassess Alternatives if Necessary'''

If any proposed adjustment is assessed as unreasonable, the employer must further assess any alternative adjustments that would move closer to the Stage III target. Any adjustment assessed as reasonable must be implemented. The only justification for failing to implement further adjustments is that the disadvantage has been removed.


Throughout this process, the objective remains to place the employee as near as reasonably possible to the position they would have been in had the disadvantage not arisen.