ACAS' newly published guidance on reasonable adjustments

On 30 March 2023, the Advisory, Conciliation and Arbitration Service (ACAS) released new guidance on reasonable adjustments in the workplace. The guidance is aimed at employers, managers, and HR professionals and provides detailed information on what constitutes a reasonable adjustment and how to implement them effectively.

What are reasonable adjustments?

Reasonable adjustments are changes that an employer makes to ensure that a disabled person is not at a disadvantage in the workplace. They are required under the Equality Act 2010 (the Act) and apply to all employers, regardless of their size or sector. The Act defines a disabled person as someone with a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.

What does the guidance cover?

The new guidance from ACAS provides a detailed overview of what reasonable adjustments are and how they can be implemented in the workplace. It covers a wide range of topics, including:

Identifying when a reasonable adjustment is required

The guidance outlines the circumstances in which an employer is required to make reasonable adjustments, such as when an employee is disabled and has requested an adjustment, or when an employer becomes aware that an adjustment is needed. It also provides advice on how to identify when a reasonable adjustment is required, such as through discussions with the employee, medical advice, or through monitoring the workplace.

What constitutes a reasonable adjustment?

The guidance provides examples of reasonable adjustments that an employer could make, such as providing additional equipment or software, adjusting work hours or patterns, or making physical alterations to the workplace. It also explains that the reasonableness of an adjustment will depend on factors such as the size and resources of the employer, the nature of the workplace, and the potential impact on other employees.

Communicating with employees

The guidance emphasises the importance of effective communication with employees when discussing reasonable adjustments. It suggests that employers should be open and honest about the process, listen to the employee's suggestions, and keep them informed of any progress or changes.

Evaluating the effectiveness of adjustments

The guidance recommends that employers regularly review the effectiveness of any reasonable adjustments that have been made. This could involve monitoring the employee's performance, seeking feedback from the employee, or consulting with medical professionals.

Resolving disputes

The guidance provides advice on how to resolve disputes that may arise around reasonable adjustments. It suggests that employers should have clear policies in place, be willing to consider alternative solutions, and seek advice from relevant organisations if necessary.

The new ACAS guidance on reasonable adjustments is an important resource for employers and employees alike. By providing clear and practical advice, it helps to ensure that disabled employees are not at a disadvantage in the workplace and that employers are fulfilling their legal obligations under the Equality Act 2010. 

In addition, the guidance can help to promote a more inclusive and diverse workplace culture, which can have a positive impact on productivity, staff retention, and employee well-being. By making reasonable adjustments, employers can create a more level playing field for disabled employees and demonstrate their commitment to equality and diversity.

You can access the guide by following this link: What reasonable adjustments for mental health are: Reasonable adjustments for mental health - Acas

Whilst the guidance is a good place to start, if you require more detailed advice about reasonable adjustments, then the team at Birkett Long can assist. 

Please do not hesitate to get in touch to see how we can help you. You can contact me via email rianna.billington@birkettlong.co.uk or call me on: 01245 453812.