Reasonable Adjustments in the Workplace

Why is this issue important?

In 2024 it was estimated that 16.1 million people in the UK have a disability. The prevalence of disability has steadily increased over the last 20 years, from 18% in 2003 to 24% in 2023. During this time there has also been an increase in the prevalence of mental health conditions which may be contributing to the overall increasing trend, with common mental health problems now the most common reason for economic inactivity, surpassing musculoskeletal problems. ONS data from 2021 highlights that whilst employment rates for disabled people have increased slightly the gap between disabled and non-disabled people in employment has remained consistent over time.

The Equality Act 2010 provides the legal framework which protects disabled individuals from discrimination related to their disability, placing a requirement on employers and those providing goods and services to provide ‘reasonable adjustments’.

What do we want to achieve?

We would like to ensure that FPH members:

Are familiar with the provisions of the Equality Act 2010 and the concept of reasonable adjustments.
Know where to seek advice either as an employer/line manager or as a public health professional supporting a workstream for which reasonable adjustments may be a key requirement.
Can take action to help reduce the gap in employment between disabled and non-disabled people and recognise the impact on wider determinants of health and quality of life.
Set examples of good practice by supporting the recruitment and retention of public health professionals with disabilities through the provision of reasonable adjustments.
Understand and can contribute to improving the knowledge base to allow us to support our local populations and the partners who work with them.

In addition, we want to ensure that FPH members who are disabled themselves feel supported by their employers and colleagues.

What actions can local teams take?

Local teams can take a range of actions to help support their own disabled employees to access, remain in or return to employment by ensuring that reasonable adjustments are implemented where appropriate. They can also use information and resources within this webpage to support a population-based approach to reasonable adjustments.

Key areas for action may include:

Reducing stigma – particularly around mental health conditions, to dispel myths around work capability and employability, and making it a routine question to ask all employees if they need reasonable adjustments.
Myth busting around reasonable adjustments – for example ensuring people understand the definition of disability under the Equality Act 2010 and that a diagnosis is not required.
Knowing how to access specialist advice when supporting employees or stakeholders. This may include advice from occupational health services, human resources professionals, legal teams, Access to Work or third sector organisations such as condition specific charities.
Understand how reasonable adjustments may include changes to working patterns, environments, equipment and other aspects of working circumstances. Some helpful examples can be found in the General Medical Council welcomed and valued guidance: Decision making and consent: supporting patient choices about health and care and guidance around disability in chapter 1.
Supporting early identification of need and implementation of reasonable adjustments to ensure disabled people are supported at the earliest available opportunity. This may mean early planning during the pre employment process/prior to rotations.
Supporting universal design principles to ensure common barriers are actively considered and mitigated to reduce the need for disabled individuals to require individual reasonable adjustments to overcome common barriers (e.g. using accessible buildings, providing information in multiple communication formats).
Understanding the importance of risk assessments when considering reasonable adjustments. These can assist with adjustments for both physical and mental health conditions and help to identify additional control measures to help reduce risks associated with workplace activities/tasks/environments.
Endorsing schemes to improve access to employment for disabled people (e.g. Disability Confident, Veterans Charter) and keep up to date with recruitment, equality and diversity training.

What actions will FPH take?

The FPH will commit to:

Providing support to members via their regional Wellbeing Champions and developing resources which assist them professionally.
Working with the FPH’s Equity, Diversity and Inclusion Committee and Education Committee to ensure that FPH policies and procedures are fully compliant with the requirement to provide reasonable adjustments.
Working with partners such as the Academy of Medical Royal Colleges, General Medical Council and UK Public Health Register to share good practice and learning.
Improving the employment opportunities for disabled people of working age by working with the Faculty of Occupational Medicine and Society of Occupational Medicine to agree priority areas and to influence government strategy and policy in this area.

How will we measure progress?

There are several ways to measure progress, including:

FPH Wellbeing Survey of members.
Submission of case studies to support members in their employment/line manager remit.
Feedback from individuals accessing or attempting to access reasonable adjustments, including those associated with the FPH examinations.
Monitoring trends in the health data of the working age population, particularly those with disabilities.