Supporting Change • Developing People • Promoting Ability

Employee Reasonable Adjustment Management

GCL consultants have a proven track record in managing reasonable adjustments in all sectors. In supporting employers to meet their statutory requirements to make reasonable adjustments to remove disability-related barriers in employment, we have developed a structured approach to minimise legal risk and promote best practice.

Reasonable Adjustment Case Management Process:

1. Interview

Employer and employee interviews will be carried out to identify disability related issues and to ensure appropriateness of utilising the reasonable adjustment process. Areas explored at this stage would include the probability of the employee being disabled as defined by the Disability Discrimination Act, and whether the issues under review are disability related.

2. Role Profile Analysis

Task analysis of the role carried out to assist assessment of reasonableness of future adjustments that might be identified. At this point additional specialist assessments may be required.

3. Report Back

Following the interview and task analysis, the consultant will report back the preliminary findings to the employer (in the first instance) and then to the employee. This report will identify relevant issues and suggest adjustments. The consultant will explain the rationale for the suggestion, and outline the implication for the workplace.

4. Reasonable Adjustment Action Plan

Once consensus has been reached, the GCL consultant will work with the employer and disabled employee to devise a reasonable adjustment action plan. This will outline expected next steps, roles and responsibilities together with anticipated timescales.

5. Supported Implementation

Support will be provided to both the employer and employee in implementing the reasonable adjustment. This may include:

• Line manager support.
• Supporting acquisition of third party support/funding such as JCP's Access to Work.
• Continuous risk management.