What are 'reasonable adjustments' in the recruitment process? (2024)

FAQs

What is reasonable adjustment in recruitment? ›

You can ask if a candidate needs an adjustment to the recruitment process to allow them to be considered for the job, or you can wait to be told. You must make adjustments if they're reasonable, for example allowing: wheelchair users to have their interview on the ground floor.

All employers must consider making reasonable adjustments to the recruitment process if you ask for them. Employers are looking to recruit the best talent in the sector and will want you to be able to showcase your full potential.

The employer must consider making reasonable adjustments for the recruitment process if the: job applicant asks for reasonable adjustments; job applicant says they have a disability; or. employer knows, or could be expected to know, of the disability.

Practices that facilitate making a reasonable adjustment include: • encouraging learner disclosure of disability • gathering relevant supporting information (evidence of need) • consulting with the learner, and/or their associate where applicable.

Common workplace adjustments

providing flexible working hours, such as working part-time or starting and finishing later. moving a person with disability to a different office, or site closer to their home or onto the ground floor, or allowing them to work from home.

Employers must make reasonable adjustments to make sure workers with disabilities, or physical or mental health conditions, are not substantially disadvantaged when doing their jobs. This applies to all workers, including trainees, apprentices, contract workers and business partners.

The Equality Act says there's a duty to make reasonable adjustments if you're placed at a substantial disadvantage because of your disability compared with non-disabled people or people who don't share your disability. Substantial means more than minor or trivial.

Ethical considerations are slightly different compared to legal ones in that they include elements that are not required by law but when implemented they ensure that the process is fair, even if legal action could not be taken.

How to answer should you need accommodations in your recruiting process? ›

explain why accommodation is required, so that needs are known. make his or her needs known to the best of his or her ability, preferably in writing. answer questions or provide information about relevant restrictions or limitations, including information from health care professionals, where appropriate and as needed.

Examples of workplace adjustments

Information in accessible formats, such as audio files, larger print or braille. Additional workplace equipment and facilities such as ramps and adapted office furniture or equipment. Access to Auslan interpreters. Access to on-the-job training, mentoring, supervision or support.

A failure to make reasonable adjustments refers to a breach of the employer's duty to ensure that workers and applicants are not substantially disadvantaged in carrying out or applying for a job because of a disability when compared with people who do not have a disability.

Your employer might have to make adjustments to help you do your job as well as someone without a disability. The Equality Act 2010 calls these 'reasonable adjustments'. They can be changes to policies, working practices or physical layouts, or providing extra equipment or support.

Under the Equality Act 2010 it is unlawful, except in certain circ*mstances, for employers to ask about a candidate's health. In the recruitment process, it is unlawful for an employer to discriminate against a disabled person: in the arrangements made for determining who should be offered employment.

Discrimination in recruitment and selection is where an applicant is treated unfairly because of a particular protected characteristic.

Why are reasonable adjustments important? ›

Workplace adjustments can make an organisation a more attractive place to work and can contribute to the development of inclusive working environments and cultures by: Helping disabled staff to feel more valued and supported in their work and in working towards their career aspirations.

Examples of adjustments include changes to work premises, changes to work schedules, modifying equipment or providing training. Example: An employer obtained a larger computer screen and zooming software to allow a clerical worker with vision impairment to perform word processing tasks.

An organisation or employer may legally refuse an adjustment if it was too expensive or would disrupt other people or the business. This is not discrimination. Refusing to make an adjustment that is cheap and easy to implement could be discrimination.

An employer is required to carefully consider what provision, criteria or practice is causing the disadvantage as this will identify and determine any adjustment that needs to be made (3).

You have the right to ask for changes to job interviews and tests. A good interview and test should assess the skills for the job. It should not put you at a disadvantage because of your impairment. If it can be changed so that being disabled does not put you at a disadvantage, then this is a reasonable adjustment.

For example:

A disabled worker who is paid purely on their output needs frequent short additional breaks during their working day – something their employer agrees to as a reasonable adjustment.

Reasonable changes to an employee's role

A change to staff duties must be considered 'reasonable' within the scope of their position. If the change is too drastic and 'unreasonable', it could be seen as a redundancy or termination. Reasonable changes are usually those that don't alter the essential position.

Examples of reasonable adjustments during the recruitment process include: being prepared to provide a job advertisem*nt/application forms in a different format if required. For example, providing an application form in Braille for a visually impaired candidate; making changes to the location of the interview.

Reasonable adjustments are any form of assistance or adjustment that is necessary, possible and reasonable to reduce or eliminate barriers at work. In order to make reasonable adjustments for a worker, the inherent requirements of the job need to be understood.

What are the 4 major considerations of hiring decisions? ›

When you consider applicants' qualifications, consider their ability to perform essential job functions, with any needed reasonable accommodation. A reasonable accommodation is any alteration in the work environment or the way things are usually done that makes it possible for a person with a disability to do the job.

A job accommodation is an adjustment to a job or work environment that makes it possible for an individual with a disability to perform their job duties. Accommodations may include specialized equipment, modifications to the work environment or adjustments to work schedules or responsibilities.

A reasonable accommodation is a modification or adjustment to a job, employment practice, or work environment which enables a qualified individual with a disability to enjoy equal employment opportunity.

What are reasonable adjustments? Reasonable adjustments are changes that organisations and people providing services or public functions have to make for you if your disability puts you at a disadvantage compared with others who are not disabled. They have an anticipatory duty to make these reasonable adjustments.

If something is a reasonable adjustment, your employer must pay for it. The cost of an adjustment can be taken into account in deciding if it is reasonable or not. However, there is a government scheme called Access to Work which can help you if your health or disability affect your work.

What is the reasonable adjustments duty? You are required to take reasonable steps to: Avoid substantial disadvantage where a provision, criterion or practice puts disabled students at a substantial disadvantage.

Provide a quiet, calm space for the interview

Many autistic people have sensory processing differences and need the right environment to process information. If there's any sudden sensory disturbances (loud banging etc) during the interview you may need to take account of this if it disturbs the candidate.

If an employer fails to comply with its duty to make reasonable adjustments, it discriminates against its disabled employee, and opens itself to a claim. Usually, the time limit to bring a claim is three months from the date of the act to which the complaint relates.

What does reasonable adjustment allow a person to achieve in the workplace? ›

Also referred to as 'reasonable adjustments', a workplace adjustment is a modification to a work process, practice, procedure or setting that enables an employee with disability to perform their job in a way that minimises the impact of their disability.

If someone doesn't cooperate with their duty to make reasonable adjustments, the Equality Act says it's unlawful discrimination. You can ask the person or organisation to make the necessary changes. If they refuse, you can make a discrimination claim under the Equality Act.

An employer cannot justify any failure to make a reasonable adjustment, but what is classed as 'reasonable' will depend on the facts of each case. This could include the cost involved of making any adjustments and the extent of any resources available to the employer.

A failure to make reasonable adjustments is a form of disability discrimination. However, an employer can refuse to make specific adjustments if it would not be reasonable for them to do so.

moving furniture, widening a doorway or providing a ramp so that a person using a wheelchair or other mobility aid can get around comfortably and safely. redistributing to other team members some minor duties (ie not inherent requirements of a job) that a person with disability finds difficult to do.

Whilst you certainly can ask for adjustments to be made you need to be prepared for what might happen if your prospective employer pushes back, asks for further evidence or declines your request. (See also the previous Q&A about providing evidence of your autism.)

Why an autistic person might find it difficult to be interviewed. Many autistic people experience language and social communication issues, which might make it challenging to obtain the relevant information from them. They might find it difficult to: consider others' perspectives, or what another person is thinking.

Under the Americans with Disabilities Act (ADA), job applicants, interviewees, or employees never have to disclose a disability until an accommodation is needed (EEOC, 2002). If no accommodation is needed for the application or interview process, then there is no need to disclose the disability.