How workplace adjustments will improve your environment

Share

By 

Jennifer McArthur

18th February 2016

Why should you make reasonable adjustments?

It is often assumed that employers only need to make reasonable adjustments for those employees who have a physical disability and that any adjustments are to do with desks, chairs and wheelchair ramps.

The law is clear and ensures that disabled workers are not disadvantaged when doing their job or even when applying for jobs. But do employers understand the breadth of the term ‘disability’? According to the Equality Act 2010 you are considered disabled if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities”.

An increasing number of employers are facing challenges when dealing with employees who have mental health issues, and they struggle with how to address such issues. This is especially the case for SME’s who are affected by high levels of absenteeism due to mental health, which can be financially challenging.

Making reasonable adjustments for a mentally disabled employee is often harder but it could be the slightest changes to working patterns, hours or allowing the employee to have their own desk rather than hotdesking that makes all the difference. The key to tackling the issue of making reasonable adjustments, like with most other things, is communication. Regularly communicating with employees and asking them how they are coping and checking if they think there are any other adjustments the company could make is fundamental to the process. This does not mean that all requests can be met but finding reasonable adjustments is the aim.

If the relationship between employer and employee is comfortable enough it can be worth trying to understand the triggers and whether if possible how these could be avoided, although it is often the case the triggers are not work related. It is important to realise that everyone’s experience of mental health is different and this means that what may work for one person would not necessarily help another person.

What’s the worst thing you can do?

Don’t ignore the fact that an employee has a disability and hope that it will sort itself out. If this happens then the likelihood is that the situation, whether that is absenteeism or productivity, will get worse. Employers who listen and support their employees with disabilities get better levels of engagement and usually see an improvement with absenteeism and productivity. 1 in 4 people in the UK will experience mental health issues in their lifetime so it is likely that all employers will need to address it at one stage or another.

Vicky Murphy, STEP HR Adviser

If you would like further information about how to handle mental health issues in your place of work then please contact STEP HR today: 01786 463416 or email the team: step@stepscotland.co.uk

Author

You may also like these articles


60494467_413692502517907_196042120073576448_o


Stirling Business Month 2019 – The Highlights

Read more


Val McDermid on the Landtrain at the Bloody Scotland Launch


RADIO PRESENTER BROADCASTS LIVE FROM STIRLING’S LANDTRAIN

Read more


Karen Somerville with Theo Paphitis


STIRLING GLASSMAKERS WIN SHOWCASE WITH THEO PAPHITIS

Read more


Keep up to date with news, awards, events and more.





Popular News

STEP HR

We’ll let you focus on what you do best – running your business

STEP HR We can help with HR

With our expert HR and Employment Law service we can support you with contract, a difficult employee, even an all out catastrophe and build a great, productive team.


Find out more

Submit your news by contacting marketing@stepscotland.co.uk

Shopping Basket