Downloadable and customisable documents relating to reasonable accommodations. For more information see the employment law pages on equality.
This policy can be used to outline your organisation's commitment towards the duty to make reasonable accommodations, including the internal consideration process that will be undertaken, how accommodations will be reviewed and the use of trial periods.
This standard form can be made available to employees to proactively request reasonable accommodations to be introduced to address any disadvantages they face at work, compared to non-disabled employees. The form requires details of the requested accommodation, how this will address the disadvantage faced and asks for any medical advice received to be included.
Use this form to identify the barriers an employee faces at work due to their health condition or impairment, and to outline the agreed reasonable accommodations that are in place. This form can remain on the employee's personnel file, confirming to their line manager what has been agreed. The action plan should be reviewed periodically to ensure the agreed accommodations remain fit for purpose.
This form can be used to aid a manager's consideration of reasonable accommodations to ensure there is a clear record of this process. The form requires details of the evaluation undertaken, including any medical advice and whether the accommodation reduces or removes the disadvantage faced by the employee.
This letter confirms what has been discussed in relation to reasonable accommodations, what will be implemented, and how long they will be in place for.
This letter outlines what was discussed at the meeting and what the outcomes where in relation to reasonable accommodations.
This letter outlines to employees the companies duties to make reasonable accommodations and what form a meeting to discuss this will take
This letter outlines the period of time that has passed since the measures were agreed and invites the employee to discuss their efficiency, and if any changes are required.
This letter confirms the accommodations that have been put in place and invites employees to a meeting to discuss their effectiveness.