Operated by: Nudge Education Ltd · Version: Mar 2025 · Owner: HR / People
Reasonable Adjustments Policy March 2025
Review March 2027
Introduction
At Nudge Education, we are committed to fostering an inclusive and supportive work environment. We recognise that employees may require reasonable adjustments to ensure they can perform their roles effectively and without disadvantage due to a disability, long-term health condition, or other relevant needs. This policy outlines our approach to providing reasonable adjustments in accordance with the Equality Act 2010.
Scope
This policy applies to all employees, including full-time, part-time, and temporary staff, as well as applicants during the recruitment process.
Definition of Reasonable Adjustments
Reasonable adjustments are changes to the work environment, role, or processes that enable individuals to work effectively without facing unnecessary barriers. These may include, but are not limited to:
- Modifying workspaces, such as providing ergonomic equipment.
- Adjusting working hours or implementing flexible work arrangements.
- Providing additional training or mentoring support.
- Adapting job duties where appropriate.
- Allowing extra time for tasks or breaks.
- Providing assistive technology or communication support.
Requesting a Reasonable Adjustment
- Employees who require adjustments should discuss their needs with their line manager.
- Requests can then be made in writing via the reasonable adjust request form and should outline the adjustment required and how it will support their ability to perform their role.
- Where necessary, medical evidence or occupational health assessments may be sought to support the request.
Assessment and Implementation
- Requests will be assessed on a case-by-case basis, considering feasibility, effectiveness, and impact on the business.
- A collaborative discussion will take place between the employee, their manager, and HR to explore suitable adjustments.
- If an adjustment cannot be accommodated, a clear explanation will be provided, and alternative solutions will be considered if applicable.
- Adjustments will be reviewed periodically to ensure they remain effective.
Unreasonable Adjustments
While Nudge Education UK is committed to making reasonable adjustments, there may be circumstances where a request is deemed unreasonable. An adjustment may be considered unreasonable if:
- It places a disproportionate financial burden on the organisation.
- It significantly disrupts the operation of the business or affects service delivery.
- It poses a risk to health and safety.
- It fundamentally alters the nature of the job role.
- It negatively impacts the ability of other employees to carry out their duties effectively.
If a requested adjustment is considered unreasonable, we will provide a clear explanation to the employee and explore alternative solutions where possible.
Confidentiality and Non-Discrimination
- All discussions and information regarding adjustments will be handled confidentially.
- Employees will not face discrimination or disadvantage for requesting reasonable adjustments.
- Any concerns about unfair treatment should be raised with HR in line with the grievance procedure.
Monitoring and Review
This policy will be reviewed regularly to ensure compliance with legal requirements and best practices.
Contact Information For further support or to discuss this policy contact: Human Resources @Nudge Education
Document control
| Field | Value |
|---|---|
| Version | Mar 2025 |
| Owner | HR / People |
| Status | live |
| Source file | 2. HR and Employee Relations/Reasonable Adjustments Policy - Mar 2025.pdf |