When a member of staff asks for reasonable adjustments, managers
need to make sure that they are aware of relevant internal policies
and procedures. Failing to do so could result in a successful
disability discrimination claim, as illustrated in Linsley v
Commissioners for Her Majesty's Revenue and Customs.
Mrs Linsley had a disability that meant she needed to be able to
park close to the entrance to her office. Occupational health
recommended this as a reasonable adjustment and she was initially
provided with a guaranteed parking space. However, when her work
location changed she was not provided with a dedicated space, in
part because she did not have a disabled parking badge. She claimed
that this was a failure to make reasonable adjustments.
