Learning video and exercises for CSP stewards, health and safety reps and members
Reasonable adjustments information video
Learn about the concept of reasonable adjustments for disabled workers. The video is aimed at CSP stewards, health and safety reps and members.
The video above and the documents below have the following learning objectives. After working through the video and related documents below you should:
- be clear on the legal definition of a reasonable adjustment and who it applies to
- understand what could constitute a reasonable adjustment in the workplace
- be able to explain what steps members should take if they feel a reasonable adjustment is required (CSP reps)
- understand how to proceed if a reasonable adjustment has not been made, and the legal remedies available
If you are using the video as a learning resource, take some time to look at the quiz and case study. And in light of what you have learned, consider the advice you could give to the CSP member.
Reasonable adjustments quiz
How much do you now know about reasonable adjustments? This quiz helps consolidate learning from our reasonable adjustments video and resource.
Reasonable adjustments: quiz
Reasonable adjustments case study
What would you do? This case study example is provided for CSP stewards and health & safety reps.
Please read the case study and consider how you would support the member. Then, read on for some examples of the types of advice and support our reps would give.
A Band 7 physio working in stroke services has contacted you for advice. They are registered blind and awaiting a guide dog, having been assessed as suitable.
They will then require 2 weeks training and some follow up support. A guide dog has become increasingly essential to provide them with independence particularly coming to and from work.
They are seeking your advice because their manager has turned down their request for paid special leave to attend the guide dog training. Their manager has also told them that the employer is unable to accommodate a guide dog in any part of the hospital premises, whether or not they are accessed by patients, and that this is the advice from infection control.
The member finds this rather odd, as they also attend the hospital’s Ophthalmology department as an out-patient and has been told they are welcome to bring a guide dog!
How will you advise our member?
Employers are required under Section 6 of the Equality Act 2010 to make 'reasonable adjustments'. This includes making reasonable adjustments to physical features of their premises, equipment and any arrangements to avoid a disabled employee from being subject to a substantial disadvantage.
You could argue that it is a reasonable adjustment to allow the member paid special leave to attend the guide dog training on the grounds they would be subjected to a substantial disadvantage if they were required to use annual leave or take unpaid leave to attend the training. However, given that a guide dog is provided to help an individual manage their mobility generally, not just in relation to the workplace, it is possible that the employer will not accept that they have a duty to provide paid time off for this, but at the very least they should allow a choice of unpaid leave or annual leave. You may also be able to agree a compromise of some paid time.
The arguments for allowing guide dogs on hospital premises are much stronger. You could do an internet search to find which hospitals have agreements for access to premises of assistance dogs. Some Trusts actively advertise on their websites that guide dogs are welcome, and many have clear policies on ensuring any access restrictions for guide dogs are limited only to those areas where there is an identified risk. It is illogical and contradictory for patients to be allowed to bring guide dogs into the hospital, but staff to be denied this right on the grounds of infection control. It might also be helpful to see if there is any advice or best practice available on this subject from your local RNIB group.