A lack of reasonable adjustments in the workplace is “holding disabled people back”, the TUC has warned.
The warning comes as a new survey by the union body reveals that more than eight in 10 (82%) disabled workers had to wait between four months and over a year for agreed reasonable adjustments to be implemented.
The research also revealed that over half of disabled workers (55%) either have their requests for reasonable adjustments unmet or only partially met.
REASONABLE ADJUSTMENTS: REASONS FOR REFUSAL
Among those whose requests were refused, almost one in five (19%) were not given any explanation. Of those who did receive a reason, the findings show that:
- Almost one in four (24%) said their employer found the request “not practical to implement”.
- Nearly one in five (18%) reported that their employer did not agree that the disadvantage without the adjustment was substantial.
- More than one in five (22%) were told their employer did not believe the adjustment would “resolve the disadvantage”.
- Almost one in five (19%) said their employer cited the “financial cost” as being too high.
LEGAL OBLIGATIONS & FLEXIBLE HOURS
All employers have a legal obligation under the Equality Act 2010 to make reasonable adjustments to remove, reduce or prevent disadvantages faced by disabled workers. Such adjustments can include flexible working hours and remote working arrangements. They can also include the provision of specialist equipment, such as adapted keyboards or screen readers.
Access to reasonable adjustments can make the difference between disabled workers remaining in a job or being forced to leave, stressed the TUC.
SUPPORTING DISABLED PEOPLE AT WORK
It’s also vital for disabled people who are able and willing to work to receive the support they need to enter and remain in employment. This is because if they are forced to leave work due to a lack of reasonable adjustments, it can negatively impact their eligibility for benefits.
The TUC is urging the Government to ensure that disabled workers who are forced out of employment due to employer failings do not suffer cuts to their benefit entitlements.
It is also calling on the Government to require employers to record impairment-related sickness absence separately from other types of sick leave. This would prevent disabled workers from being unfairly subjected to automated HR procedures triggered by general absence policies.
FAIR REFORMS
More broadly, the Government must ensure that the social security system provides the necessary support for disabled people to enter and stay in employment, recognising the additional costs associated with disability.
“We all want to live and work with dignity. But far too many disabled workers face seemingly endless barriers that prevent them from working, progressing in their careers, and thriving,” said Paul Nowak, TUC General Secretary. “Once in work, disabled workers should have their requests for reasonable adjustments properly met. This is a no-brainer. It’s good for workers, good for employers – who would be better able to retain staff – and good for the Government’s efforts to support disabled people into employment.”
On the Government’s proposed social security reforms, he added that: “Many disabled people rely on the social security system to provide the support they need in order to work. The Government must ensure that any reforms are implemented fairly. Those who need support to work must be protected, and the scale of planned cuts should be urgently reconsidered.”
Click here to access the full report.
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