How does an employer deal with a continually absent key member of staff, with various fit notes citing depression, physical ailments, or requests for ADHD adjustments, along with reports of an overstretched NHS? What about wholly unhelpful occupational health (OH) reports which are written with no regard to employment law, best business practice, the Equality Act, or what is reasonable or practicable for your company?
All too often when an employee is ill, they are simply signed off with a sick note and given a phased return date, as if that’s the long-term solution. This is frustrating for the employee, who lacks certainty, and it is frustrating for the business, who is likely to be losing the time and experience of a valuable employee – along with bearing the cost. The business would clearly like to offer the best possible level of support, and act in accordance with good practice, but it’s likely that they don’t know where to start. This kind of scenario can often result in a personal grievance and a breakdown in a once-positive relationship.
That’s where Reasonable Adjustment comes in. We offer expert multidisciplinary advice, as we are qualified in occupational medicine, and have a team of senior employment lawyers, HR and dispute resolution experts. Our impartiality means that we are able to recommend the best possible adjustments. We have acted as expert witnesses in court, advised large multinationals, the civil service, and SMEs. In most instances where we assist, we are able conduct a formal assessment, risk check, resolve any lingering disputes, put in place a range of changes and enable the employee to continue to be a valued employee member of the team, working in a job they love, obviating any costly dispute.
More than just meeting your legal obligations
At a time when record numbers are falling out of the workforce due to long-term illness, there has never been a more critical time than now to look closely at the ways in which employers can support employees, as well as new hires, and provide a working environment that enables them to thrive – whatever curve balls life might throw at them.
It’s not just a case of meeting legal requirements. Anyone can tick the boxes or fill in a template on a screen. Indeed, most OH companies use pro-forma templates with drop-down menus. This is not what we do, and these type of assessments and reports do not work. Instead, it’s about being able to look at each individual case and tailor a solution that is bespoke to that individual and that business. We pre-emptively stop health- and disability-related employment disputes from arising. Many of our clients are senior executives, C-suite leaders, business critical employees or employers who have referred staff to multiple OH providers and received unhelpful reports. We answer the hard questions, provide advice, adjustments, and more importantly have a track record of reducing absenteeism and sick leave spend.
Getting the help and support you need
At Reasonable Adjustment we have a unique proposition, one which is aimed at ensuring that nothing has been missed, and that unresolved issues have not been overlooked. As a direct result, bespoke solutions can then be applied so that both the employee and HR can rest assured knowing that everything has been done to ensure that the barriers caused by disability or a long-term health condition have been completely removed.
Drawing on many years of experience with health and safety, the Equality Act, employment litigation, working in education, business, public and private sector, we provide the following services:
- Meticulous and practical Reasonable Adjustment reports.
- Expert occupational health and HR support.
- Acting as a liaison and advocate to assist with the fair and successful implementation of reasonable adjustment and workplace adjustments.
- Expert witnessing: we are recognised by the courts to act as an expert witness, providing independent reports and evidence in disputes related to adjustments, employment and discrimination – and the employee’s disability.
- Advice on organisational change, equality, diversity, inclusion (EDI), and recruitment.
- Occupational pension and ill health retirement
- Consultation with boards, trustees, charities, local authorities, universities and schools, to enable them to get the best out of staff and students on EDI, to enable changes to achieve Disability Confident Employer and Leader status.
- Independent investigations to defuse potentially contentious workplace disputes. We are Civil Mediation Council (CMC) registered mediators, and are able to act as a bridge in any mediation meetings.
The breadth of our experience is wide. We have worked with broadcasters, local authorities, Oxbridge colleges, banks and investment firms, care homes, large industrial factories, law firms, schools, the DWP, etc.
Getting the best for you and your employees
As incidents of disability, long-term health conditions, and mental illness continue to rise, there is a misconception that these often result in the individual either being unable to work and or increased absenteeism. Managed in the right way, it’s quite possible for individuals to continue in employment and to thrive. In fact, employment is often a way manage these health conditions by providing financial reward, social interaction, and build confidence. However, without adequate reasonable adjustments a person’s mental health generally deteriorates leading to the potential of unwieldy grievances and employment tribunal litigation.
We’re here to help your organisation resolve problems, but also to enable your organisation to be a leader in the way in which you provide that support, and make it a central part of your commitment to the health and wellbeing of all your people.
To find out more about what Reasonable Adjustment can do for you and your employees, contact us now. Email Naznin@reasonable-adjustment.co.uk or call 07912 577 723.
Jacob Meagher is a barrister who works with Reasonable Adjustment
