Making Reasonable Adjustments In The Workplace

Proposed adjustments might be straightforward to consider, for example when they relate to a medically advised phased return to work or change to working hours. However, this is not always the case.

The recent case of Hill v Lloyds Bank serves as a useful reminder of the broad scope of what might be considered a reasonable adjustment, depending on the individual's circumstances.  

Hill v Lloyds Bank

The Claimant was a long standing employee of Lloyds Bank. She was disabled by depression, which she claimed resulted from bullying and harassment at work. She asked for an undertaking that she would not be required to work with two specific colleagues in order to preserve her health. She also asked that if at any later stage working together became necessary, she would instead be offered a severance package equivalent to a redundancy package.