Reasonable adjustments are changes that employers, service providers, and public bodies are legally required to make under the Equality Act 2010 to remove or reduce disadvantages faced by disabled people. For cardiac arrest survivors who have returned to or are returning to work, reasonable adjustments can make the difference between being able to work and not.
Legal basis
Under the Equality Act 2010, disability is defined broadly: it covers any physical or mental impairment that has a substantial and long-term negative effect on a person’s ability to carry out normal day-to-day activities. Many of the after-effects of cardiac arrest (including fatigue, cognitive impairment, anxiety, and PTSD) may meet this definition. Where they do, the employer is legally required to make reasonable adjustments.
Examples of reasonable adjustments for cardiac arrest survivors
- Flexible start and finish times to accommodate fatigue or medical appointments
- Reduced hours or a phased return to work
- Working from home, partially or fully
- A quiet workspace with reduced noise and distraction
- Written instructions rather than verbal only, to support memory
- Additional breaks
- Removal or reduction of physically demanding duties
- Access to a rest area during the working day
- Longer deadlines for completing tasks
- Regular check-ins with a line manager
What makes an adjustment "reasonable"
Whether an adjustment is reasonable depends on factors including the size and resources of the employer, the practicality of the change, and the cost. Large organisations are generally expected to accommodate a wider range of adjustments than very small employers. A GP’s letter or occupational health report can support a request for adjustments.
If an employer refuses
If an employer refuses to make adjustments, or if there is a dispute, employees can contact ACAS (the Advisory, Conciliation and Arbitration Service) for free advice, and ultimately can bring a claim to an employment tribunal.
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