Reasonable Adjustments Explained
The Equality Act 2010 requires an Awarding Body to make reasonable adjustments where a disabled person would be at a substantial disadvantage in undertaking an assessment.
A reasonable adjustment for a particular person may be unique to that individual and may not be included in the list of available Access Arrangements.
How reasonable the adjustment is will depend on a number of factors including the needs of the disabled candidate/learner. An adjustment may not be considered reasonable if it involves unreasonable costs, timeframes or affects the security or integrity of the assessment.
There is no duty on the Awarding Bodies to make any adjustment to the assessment objectives being tested in an assessment.
Reasonable adjustments are a key part of the Equality Act 2010 and can be essential to enabling a disabled person to retain employment.
There are three different things employers may have to do to make it easier for you to do your job or apply for a job, if you’re disabled. These are:
- Change the way things are done in the workplace
- Make physical changes to the office premises
- Provide extra aids or support.
The employer will only need to make adjustments that stop you suffering a disadvantage, so they don't have to make every adjustment that is possible or suggested.
Where any of the above place a disabled person ‘at a substantial disadvantage’ the employer has to take any steps that are ‘reasonable in all the circumstances’ to prevent that disadvantage occurring.