UNDERSTAND MORE ABOUT REASONABLE ADJUSTMENTS FOR A
HEALTHIER + SAFER + MORE PRODUCTIVE WORKPLACE
What are Reasonable Adjustments? What is best practice? How do we remain productive?
A reasonable adjustment in the workplace is any form of assistance or possible adjustment in a process, practice, procedure or environment to minimise the impact of a worker’s disability to enable them to effectively and safely perform the inherent requirements of their role.
Employers are required to make these adjustments for a person with a disability who
– applies for a job, is offered employment, or is an employee, and
– requires the adjustments in order to participate in the recruitment process or perform the genuine and reasonable requirements of the job.
Reasonable adjustments benefit both the employer and worker including:
– preventing health conditions from deteriorating
– allow workers to remain at work with a disability including injured workers
– allow workers with a disability to be employed the workplace
– sourcing and retaining skilled and experienced workers
– forging or endorsing a good safety culture in the workplace
– gaining loyalty of other employees in the workplace
– reduce or eliminate barriers at work including
– providing a safe and happy workplace place maximising productivity
Examples of Reasonable Adjustments
Reasonable adjustments, or assistance, need not be major and can be temporary or long term. These can include adjusting the performance requirements of the job, flexible work hours or arrangements, offering regular breaks, technological assistance, workplace accessibility or training and support. These are however required to be tailored to the individual worker.
When are they considered not reasonable?
Under the Disability Discrimination Act, an adjustment is reasonable unless making it would impose an unjustifiable hardship on the employer. If making an adjustment is of great disruption to the workplace or at a very high cost it is not likely to be reasonable. Unjustifiable hardship could be in the form of financial cost, restrictions to the amendment of a building, or an adjustment that would disadvantage other employees.
To determine the point at which the hardship caused by the reasonable adjustments becomes ‘unjustifiable’, all relevant circumstances must be taken into account.
How to make appropriate and effective adjustments?
Before making changes, employers must understand the inherent demands of the worker’s role including the physical and health demands with a focus on ‘what needs to be accomplished rather than how’.
Adjustments are tailored to meet the worker’s individual needs and circumstances and need to be reviewed on a regular basis to ensure the worker remains effective in the workplace.
Other factors to take into account are:
We learn from a September 2019 Fair Work Commission case where it was found the employer had not been unreasonable in its refusal to meet employees requested hours and leave arrangements after a clear attempt to negotiate with the employee. A case that illustrates the importance of employers taking reasonable steps to try to accommodate an employee’s changed circumstances.
Phillips v Integrated Medical Solutions Group Pty Ltd  FWC 6225 (17 September 2019)
As a WHA Onsite Healthcare Provider you can enjoy:
– A competitive salary
– Laptop, Phone & Work Vehicle
– A generous training allowance
– Access to a full time training manager to coach you in your professional development
We welcome applications from Chiropractors, Physiotherapists and Osteopaths, unless otherwise specified in the job description.