FAQs

All items: Duty to make reasonable adjustments

Does an employer have to continue paying a disabled employee full pay as a reasonable adjustment when they are off work sick?
If an employer offers a disabled employee reduced hours as a reasonable adjustment, can it reduce the employee's pay accordingly?
Is an employee entitled to be accompanied at a meeting to discuss poor performance?
How is the obligation to make reasonable adjustments in the recruitment process affected by the rules on health enquiries?
Can an employer be held culpable for discriminating against an employee if it was unaware of the claimant's disability?
Where a disabled employee is required to take time off to attend a medical appointment should the time off be paid?
Could an employee who is refused time off to care for a disabled dependant bring a claim under the Equality Act 2010?
If a job candidate is unable to attend an interview on the date or at the time proposed by the employer, is the employer obliged to rearrange the interview to suit the candidate's requirements?
Are employers legally required to notify employees who are on long-term sickness absence of any vacancies or promotion opportunities?
Is an employer under a duty to dismiss an employee whose disability makes them particularly susceptible to the risk of harm?

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About this category

Frequently asked questions and answers on the duty to make reasonable adjustments under disability discrimination law.