How can an employer deal with a key member of staff who is continually absent, with various health notes citing depression, physical problems or requests for adjustments for ADHD, as well as reports of an overburdened NHS? What about completely unnecessary workplace health reports that are written without regard to employment law, best business practice, the Equality Act or what is reasonable or practicable for your business?

Too often, when an employee becomes ill, they settle for a sick note and a gradual return date, as if that is the long-term solution. It’s frustrating for the employee, who lacks certainty, and it’s frustrating for the business, which risks losing a valuable employee’s time and experience – while bearing the cost. The company clearly wants to provide the best possible level of support and act in accordance with best practices, but it’s likely they don’t know where to start. This kind of scenario can often lead to a personal grievance and the breakdown of a once positive relationship.

This is 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, human resources and dispute resolution experts. Our impartiality allows us to recommend the best possible adjustments. We have acted as expert witnesses in court, advising large multinationals, civil servants and SMEs. In most cases where we assist, we are able to carry out a formal assessment, verify risks, resolve any remaining disputes, implement a series of changes and enable the employee to continue to be a valued member of the team, working in a job. they love, thus avoiding any costly arguments.

Much more than just complying with your legal obligations

As record numbers of people leave the workforce due to long-term illness, there has never been a more critical time than today to take a hard look at the ways employers can support their employees, as well as new recruits, and provide a work environment that allows them to thrive, whatever challenges life throws at them.

It’s not just about meeting legal requirements. Anyone can check boxes or fill out a template on a screen. Indeed, most OH companies use pro forma templates with drop-down menus. That’s not what we do, and this type of assessment and reporting doesn’t work. Rather, it’s about being able to look at each individual case and tailor a solution that works for that individual and that business. We preventively avoid labor disputes linked to health and disability. Many of our clients are senior executives, C-suite executives, business-critical employees, or employers who have referred their staff to multiple occupational health providers and received unnecessary reports. We answer tough questions, provide advice, adjustments and, most importantly, have a track record of reducing absenteeism and sick leave expenses.

Get the help and support you need

At Reasonable Adjustment, we have a unique proposition, which aims to ensure that nothing has been forgotten and that unresolved issues have not been overlooked. As a direct result, tailored solutions can then be applied so that the employee and HR can be reassured knowing that everything has been done to ensure that the barriers caused by a disability or long-term health problem are completely removed.

With many years of experience in health and safety, equality law, employment litigation, working in education, business, public and private sectors, we offer the following services:

1. Meticulous and practical reasonable adjustment reports.
2. Expert support in occupational health and HR.
3. Act as a liaison and advocate to assist in the fair and successful implementation of reasonable adjustments and workplace accommodations.
4. Expert Testimony: We are recognized by the courts to serve as an expert witness, providing independent reports and evidence in disputes relating to adjustment, employment and discrimination – and employee disability.
5. Advice on organizational change, equality, diversity, inclusion (EDI) and recruitment.
6. Professional insurance and retirement due to illness
7. Consultation with boards, administrators, charities, local authorities, universities and schools, to enable them to get the most out of staff and students under EDI, to enable changes to achieve the status as an employer and leader with confidence in disability.
8. Independent investigations to defuse potentially contentious labor disputes. We are approved mediators by the Civil Mediation Council (CMC) and are able to act as a bridge during any mediation meeting.

The scope of our experience is vast. We have worked with broadcasters, local authorities, Oxbridge colleges, banks and investment firms, care homes, large industrial plants, law firms, schools, the DWP and more.

Getting the best for you and your employees

As incidents of disability, long-term health problems and mental illness continue to rise, there is a misconception that these often result in an individual’s inability to work or increased absenteeism. Managed the right way, it is entirely possible for individuals to keep their jobs and thrive. In fact, employment is often a way to manage these health issues by providing financial reward, social interaction, and building confidence. However, without reasonable and adequate adjustments, a person’s mental health typically deteriorates, leading to the risk of serious grievances and litigation in the employment tribunals.

We are here to help your organization solve its problems, but also to enable it to be a leader in how you provide this support and make it a central part of your commitment to health and well-being. be of all your collaborators.

To learn more about what reasonable adjustment can do for you and your employees, contact us now.

Jacob Meagher is a lawyer who works with Reasonable Adjustment