Reasonable Adjustment is a legal term introduced under the Disability Discrimination Act 1995. Employers have a duty to make reasonable adjustments where arrangements or physical premises place the disabled person at a substantial disadvantage in comparison with persons who are not disabled. Most reasonable adjustments are relatively simple and inexpensive. The following list provides a few examples:

• Changing / modifying standard policy and procedures

• Physical adjustments to premises

• Acquiring specialised equipment or altering existing

• Providing supervision or additional support

• Offering flexible working hours or patterns

• Offering a flexible recruitment process

• Providing additional training

• Job carving

• Providing additional services, such as a sign language interpreter

• Training staff to understand their responsibilities under the DDA

In most cases making a reasonable adjustment is not difficult and often costs very little. In cases where specialised equipment or major adaptations are required financial support may be available through the Access to Work initiative provided through Jobcentre Plus.

See http://www.direct.gov.uk/en/DisabledPeople/Employmentsupport/WorkSchemes...