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<p>The law is very clear that employers must make reasonable adjustments for employees
and job applicants who meet the Equality Act 2010’s definition of disability, namely
having a physical or mental impairment that has a substantial and long-term negative
effect on the person’s ability to do normal daily activities. Where a disability is
not obvious, it will be necessary for the employee or job applicant to declare their
condition, but at that point the onus passes to the employer to meet its legal obligations.</p><p>
</p><p>To help employers comply with the law, the Government has issued guidance on
the duty to make reasonable adjustments, here: <a href="https://www.gov.uk/reasonable-adjustments-for-disabled-workers"
target="_blank">https://www.gov.uk/reasonable-adjustments-for-disabled-workers</a></p><p>
</p><p>In addition, guidance on this subject has been issued by Acas and by the Equality
and Human Rights Commission, which has also published a statutory code of practice
for employers. Where employers fall short on their obligations, legal remedies exist
for employees and job applicants, together with Acas’s early conciliation service,
which aims to settle disputes before they reach the employment tribunal.</p>
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