Br*tish comrades: The Equality Act and Reasonable Adjustments

aanes_appreciator [he/him, comrade/them]@hexbear.net to

disabled@hexbear.netEnglish · 16 days ago

So I’ve been pushing back against the culture at my job slowly moving against WFH: Increasing pressure on certain staff to travel in on their own dime; “collab days” that the CEO is pushing teams to adopt despite their insistence that no one wants to come in; constant comments, snide remarks, and attitude that the CEO has made that see WFH as a benefit that the company offers at a cost.

Our contract claims to have a provision to move our hybrid contract to permanent remote after our probation ends. In reality, HR twiddles their thumbs and never offers it. The wider policy, while HR tells staff is “never expecting anyone to come in”, explicitly allows such a scenario where one could be mandated to come in should the business justify it.

Of course, under most circumstances many of us would have little recourse (or believe as such). However, an off the record comment by my line manager pointed me to the Equality Act 2010 and reasonable adjustments. Since I’ve got ADHD, I do have some leverage here.

You do not need to necessarily be disabled to request a reasonable adjustment (or any protected characteristic to request WFH) as the Equality Act also accommodates for carers, pregnant people, and those with a chronic or long term illness.

Employers usually must make adjustments that are reasonable, and must justify why if not; this can be escalated to a tribunal to legally mandate the change if necessary,

https://www.scope.org.uk/advice-and-support/reasonable-adjustments-at-work

https://www.acas.org.uk/reasonable-adjustments

Does anyone here have experience with Reasonable Adjustments at work? Fighting to keep WFH? Employer give you shit? I’m interested in all of it!

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