A model question in a job offer letter asking an individual if he or she requires any reasonable adjustments to be made due to disability.
Claire Benson is managing associate and Helen Corbett, Sinead Jones, Helen Ward and Tori O'Neil are associates at Addleshaw Goddard LLP. They round up the latest rulings.
The Employment Appeal Tribunal has held that it was not a reasonable adjustment for the subjective redundancy selection criteria by which a disabled employee who was at risk of redundancy was judged to be removed from the process.
In this case, the employer's unjustified assumptions about a diabetic employee led to a £25,555 compensation award to her for disability discrimination.
A table providing examples of reasonable adjustments.
The employment tribunal in this case made the unusual finding that a job applicant was subjected to harassment when he was accidentally sent an internal email that he felt was dismissive of his application. In addition, the decision provides a good example of a very simple reasonable adjustment that the employer should have made: giving the applicant a few extra minutes to prepare for his interview.
This case concerns an employer's refusal to water down its recruitment standards for a candidate with Asperger's syndrome.
The Court of Appeal has given short shrift to a police officer's disability discrimination claim over his police force's actions after he displayed violent tendencies at a Christmas party that led his colleagues to fear for their safety.
This week's case of the week, provided by DLA Piper, covers disability discrimination.
HR and legal information and guidance relating to the duty to make reasonable adjustments in relation to disabled persons.