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A reasonable accommodation is defined by the US Department of Justice as "change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those ...
The Convention on the Rights of Persons with Disabilities, like the other United Nations human rights conventions, (such as the International Covenant on Civil and Political Rights and the Convention on the Elimination of All Forms of Discrimination against Women) resulted from decades of activity during which group rights standards developed from aspirations to binding treaties.
A reasonable accommodation is a change in the way things are typically done that the person needs because of a disability, and can include, among other things, special equipment that allows the person to perform the job, scheduling changes, and changes to the way work assignments are chosen or communicated. [20]
The source continues to point out that reasonable accommodations are adjustments that need to be made at work in order for qualified employees with disabilities to perform the essential functions ...
The Disability Rights Commission's Codes of Practice give more information to bodies with duties on assessing whether a particular adjustment is reasonable. In general, the factors to consider would include: whether the proposed adjustment would meet the needs of the disabled person; whether the adjustment is affordable;
In the case of disability, employers and service providers are under a duty to make reasonable adjustments to their workplaces to overcome barriers experienced by disabled people. In this regard, the Equality Act 2010 did not change the law.
Accordingly, under s 6(3)(c), the duty to make reasonable adjustments included transferring an employee to "fill an existing vacancy" and this can include the possibility that a disabled person be placed at the same or higher grade without any competitive interview if that is reasonable under the circumstances.
Mrs O'Hanlon had clinical depression.She had absences from work at the Inland Revenue because of her disability, but also some from unrelated sicknesses. She was paid according to the employers' sick pay rules, that full salary would be given for a maximum of six months and then half pay for a further six months up to a maximum of one year in any four-year period.