In what is national stress awareness month, ACAS has launched a new guide on making reasonable adjustments for mental health at work. It gives guidance for employers as to what reasonable adjustments are with examples and how to respond to requests for reasonable adjustments for mental health reasons and how best to manage employees with […]
Tag: reasonable adjustments
World Mental Health Day
Today is World Mental Health Day and across social media today we have seen a variety of messages including from celebrities that “It’s ok not to be ok.” Talking about mental health on any day and not just World Mental Health Day is good because it raises awareness and helps to remove the long held […]
Making reasonable adjustments
Under the Equality Act 2010, an employer has a duty to make reasonable adjustments for disabled employees. The issue in claims is often whether adjustments were reasonable once the issue of whether they are disabled within the meaning of the Act 2010. In the recent EAT case of G4S Cash Solutions (UK) Ltd v Powell, […]
Reasonable adjustments
Following on from my earlier post on reasonable adjustments, there has been a recent EAT case concerning what is a reasonable adjustment in the workplace. In the case of Dyer v London Ambulance NHS Trust, the employee had a potentially life-threatening reaction to aerosols and perfume and answered 999 calls in a busy control room. […]
Reasonable adjustments
The EAT has held that the employer in Dominique v Toll Global Forwarding Ltd had failed in its duty to make reasonable adjustments by not adjusting the redundancy selection criteria where a disabled employee was placed at a substantial disadvantage even though the adjustment to the criteria would not have made a difference to the outcome. The […]
Reasonable adjustments
It has long been established that an employer is under a duty to make reasonable adjustments for disabled employers. The case of Coleman v Attridge Law held that those with direct discrimination claims do not themselves need to be disabled but can be associated with a disabled person. In that case it was Mrs Coleman’s […]
Avoiding discrimination claims
Discrimination law has a purpose and is designed to: Ensure equality of opportunity at work Protect employees’ dignity Ensure that complaints can be raised without fear of reprisal Most employers want to do the right thing but some can get it wrong or not have this same ethos. What are the consequences for failing to comply with […]
Disability and long term sickness
It is possible in some circumstances with long term sickness to adopt the doctrine of frustration and say that the contract has been frustrated, thus bringing the employment contract to end without dismissing the employee in unfair dismissal terms. This is something I have done in practice on a few occasions for employers but it […]