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When it comes to job searching when you have a disability, it can make you feel at disadvantage or less comfortable to discuss your requirements with potential employers. This shouldn’t put you off applying for any roles that you are interested in though, because a good employer will be happy to make adjustments or modifications to ensure you can be successful in the role and have the support needed to work effectively.
Job applicants and employees with disabilities in the UK have the right to fair treatment in the workplace. This includes the provision of reasonable adjustments to alleviate any disadvantage they would otherwise face. Understanding your rights and knowing how to effectively communicate your needs is important, because you need to be your own advocate.
Who’s entitled to reasonable adjustments?
Whilst anyone could ask for reasonable adjustments when applying for a job or starting in a new role, under the Equality Act 2010 employers have a legal duty to make reasonable adjustments for people with disabilities. This applies to all stages of employment, from recruitment to career progression and even dismissal. The idea is to provide a level playing field by removing barriers that might hinder a disabled person's performance or application.
When we look at the definition of disability under the Equality Act 2010, it refers to people with substantial and long-term health conditions. Substantial is where the condition has a major impact on completing everyday tasks, and long-term is classed as a condition that affects you for more than 12 months. Progressive conditions are also classified under the act, where people’s disability will get worse over time.
If you fall into any of these categories then it’s important to remember that there is no stigma to your disability, and businesses should embrace you for the skills and lived experience you can bring to the role – weighting your application as equally as anyone else applying.
What constitutes a reasonable adjustment?
Reasonable adjustments are modifications that can be made to the job application process, the working environment, or the way things are done. These might include:
Physical adaptions to buildings or equipment
Changes to working hours to support flexibility
Work from home capability
Specialist or modified equipment
Adjusted responsibilities to fit abilities and skillsets
Before you request an adjustment, it's important to pinpoint exactly what you need to perform effectively. Consult with your healthcare provider if necessary. This will help you form a clear and concise request that is both reasonable and precisely tailored to your specific requirements.
Organisations may also be entitled to an Access to Work Government grant where specialist equipment would help you to better deliver your role, so there are lots of options available to employers who recruit you.
Making the reasonable adjustment request
It’s completely up to you when you feel comfortable disclosing your disability to a potential employer. You may wish to discuss it with the recruiter ahead of an interview to ensure the right support is in place for you to feel confident during the meeting, or you may wish to leave it until you start in the role.
During the application process
Disclosing a disability and requesting adjustments at the application stage can be done through your cover letter, on the application form, or during interview scheduling. Be direct and positive, focusing on how the adjustments will enable you to showcase your full potential. For example:
"I have a hearing impairment and would be grateful if we could conduct the interview in a quiet room with minimal background noise, ensuring I can communicate effectively."
Once you're employed
Speak to your line manager or HR department. It's generally best to put your request in writing so there’s a clear record. The communication should include:
The nature of your disability
How it could potentially affect you in your role
The adjustments you believe would help
Remember, the law is on your side and approach the request with a collaborative mindset.
Engaging in an open and productive conversation
When you make your request, your employer should engage with you in a process known as 'the duty to make reasonable adjustments'. Be open-minded, as there might be alternative solutions that you haven't thought of. Keep the discussion focussed on the positive outcomes and how the adjustments will contribute to productivity, comfort and job satisfaction – remember you’re only asking for reasonable adjustments that will allow you to undertake your work to the same successful level as other colleagues.
If you encounter resistance
Any good employer will be open to working with you to make reasonable adjustments that will work for both you and the business, but in the instance where you do not feel this has been achieved you can seek further support. Get advice from organisations like ACAS or the Equality Advisory and Support Service (EASS). They can guide you on how to proceed, which might involve raising a grievance internally or, as a last resort, making a claim to an employment tribunal.
Be confident in your job search
Asking for reasonable adjustments shouldn't be daunting – it's about enabling you to work to your best ability. Effective communication and understanding your rights are key. Requests should be reasonable, precise, and presented in a way that highlights the mutual benefits for you and your employer. Remember, it's not just about meeting a legal requirement; it's about fostering a more inclusive and productive working environment for everyone, so if you’re joining a company who are interested in embracing you for your skills, they should be happy to support you with reasonable adjustments.