An employee has said that they are stressed and has asked for a reasonable adjustment to be made, for example, time off. Do we have to facilitate this?
Posted in : First Tuesday Q&A NI on 6 February 2018
Chris Fullerton
Arthur Cox
The first step that an employer must take is to ascertain if the employee is suffering from a disability for the purposes of the Disability Discrimination Act 1995. It would be prudent to seek advice from occupational health on this issue. If occupational health confirm that the employee does suffer from a disability, the employer must then consider making a reasonable adjustment.
Employers should remember that adjustments do not need to be excessive - they only need to be "reasonable". When considering what adjustments are reasonable, an employer should take into account the following factors:
- Is the adjustment practical for the employer?
- Does the employer have the resources to pay for
Already a subscriber?
Click here to login and access the full article.
Log in now to read the full articleDon't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More from the First Tuesday Q&A
-
Agency Workers Regulations (NI) 2011
Posted in: First Tuesday Q&A NI on 07 December 2021
-
Employment Status of Jobstart Scheme Workers
Posted in: First Tuesday Q&A NI on 07 December 2021
-
Refusal of Alternative Employment in a Redundancy Situation
Posted in: First Tuesday Q&A NI on 07 December 2021
-
Can an employer fine an employee for misconduct?
Posted in: First Tuesday Q&A NI on 07 December 2021
-
Where an Employee Has Left Employment but is Then Found to Have Acted Fraudulently, Can The Employer Bring a Claim For Breach of Contract?
Posted in: First Tuesday Q&A NI on 02 November 2021
Disclaimer:
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.
Chris Fullerton
Arthur Cox
The main content of this article was provided by Chris Fullerton. Contact telephone number is 028 9023 0007 or email Chris.Fullerton@arthurcox.com
View all articles by Chris Fullerton