Can Reasonable Adjustments Be Implemented at the End of a Fixed-Term Contract in the UK?

Question from Neurofedup, Can Reasonable Adjustments Be Implemented at the End of a Fixed-Term Contract in the UK?

Answer from AI:

In the UK, the Equality Act 2010 requires employers to make reasonable adjustments for employees with disabilities. These adjustments are meant to remove or minimize disadvantages experienced by employees due to their disabilities. However, the timing of these adjustments can sometimes be a point of contention.

When Should Reasonable Adjustments Be Made?

According to the Equality Act, reasonable adjustments should be made as soon as it is known that an employee has a disability and may be disadvantaged because of it. There is no specific timeline set out in the law, but the general principle is that adjustments should be made promptly to prevent the employee from suffering unnecessary hardship.

What If Adjustments Are Made Late?

If reasonable adjustments are only being put in place towards the end of your fixed-term contract, it could potentially be seen as a failure to make adjustments in a timely manner. However, the specifics of each case can vary, and the timing may depend on factors such as when the employer became aware of the need for adjustments, the nature of the adjustments, and the feasibility of implementing them.

What Can You Do?

If you believe that your employer has failed to make reasonable adjustments in a timely manner, you may have several options:

• Discuss with your employer: The first step could be to discuss your concerns with your employer. They may be able to provide a valid reason for the delay, or they may be willing to extend your contract to allow you to benefit from the adjustments.
• Seek advice: If you’re not satisfied with your employer’s response, you may want to seek advice from a legal professional or a workers’ rights organization. They can help you understand your rights and options.
• Make a claim: If necessary, you could consider making a claim to an employment tribunal. This is a serious step and should be taken only after seeking professional advice.

Remember, this information is general in nature and may not apply to your specific situation. It’s always a good idea to consult with a legal professional for personalized advice. You can find more information about reasonable adjustments and the Equality Act 2010 on the UK government’s website.