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Comply with the duty to make reasonable adjustments in relation to a disabled employee
Key points
Where a provision, criterion or practice, or physical feature of the premises, puts a disabled employee at a substantial disadvantage in comparison with non-disabled persons, the employer has a duty to take reasonable steps to avoid the disadvantage.
Where an auxiliary aid would avoid a substantial disadvantage to a disabled person, the employer has a duty to take reasonable steps to provide that aid.
The employer should take the initiative to consider reasonable adjustments, but it is good practice for it to consult the employee.
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