By Dan Morgan-Williams, Founding Director of Visualise Training and Consultancy
Introduction
If you have a disability or long-term health condition such as sight loss or hearing loss, the law in the UK protects your right to fair treatment at work. Yet many people are unaware of the specific legal protections they have or how to use them to request the support they need. The Equality Act 2010 is one of the most critical pieces of legislation in this area, and understanding it can empower you to work more effectively and confidently.
What Is the Equality Act 2010?
The Equality Act 2010 consolidates previous anti-discrimination laws into a single Act, providing stronger and clearer protection against unfair treatment. It applies to all employers in England, Scotland, and Wales, covering a wide range of aspects of working life, from recruitment to retirement.
For employees with sight loss, hearing loss, or other disabilities, one of the most significant aspects of the Act is the employer’s legal duty to make “reasonable adjustments.”
What Are Reasonable Adjustments?
A reasonable adjustment is a change that removes or reduces a barrier in the workplace, allowing you to perform your job to the best of your ability. These adjustments could include:
– Providing specialist equipment such as screen readers, magnification software, or hearing assistive devices.
– Changing working patterns or hours to suit medical appointments or fatigue levels.
– Adapting physical spaces, for example, improving lighting or reducing background noise.
– Offering alternative ways to complete tasks, such as providing meeting notes in advance.
The key point is that these adjustments are tailored to your specific needs and job role.
When Does the Duty Apply?
Your employer’s duty to make reasonable adjustments applies when:
– You are considered disabled under the Equality Act 2010 definition (this includes many cases of sight loss and hearing loss).
– You are at a substantial disadvantage in the workplace compared to colleagues without your condition.
– There is a reasonable change that could remove or reduce that disadvantage.
You do not have to use legal jargon when requesting an adjustment, but it can be helpful to clearly link your request to your ability to perform your role.
How to Ask for Reasonable Adjustments
- **Identify the barriers** – Think about what is making your job harder. Is it a lack of accessible technology? Poor lighting? Inaccessible meetings?
- **Propose solutions** – Suggest adjustments that would make your work easier. You can research equipment or processes that might help, or request a specialist workplace assessment to identify solutions.
- **Speak to the right person** – This could be your line manager, HR department, or occupational health team.
- **Put it in writing** – While verbal conversations are important, having a written record of your request helps track progress.
- **Be clear about impact** – Explain how the adjustment will help you perform better, reduce stress, and contribute more effectively to the team.
The Role of Specialist Workplace Assessments
A specialist workplace assessment is often the best way to identify reasonable adjustments. Someone with expertise in the specific challenges of sight loss or hearing loss undertakes this. They will:
– Analyse your role and working environment.
– Recommend tailored solutions, from technology to training.
– Provide a written report for your employer to act on.
Employers benefit too, as these assessments ensure money is spent on the right solutions the first time.
What If Your Employer Refuses?
If your employer refuses to make a reasonable adjustment, they must be able to justify why. The law looks at factors such as:
– Cost – Is the adjustment affordable for the organisation?
– Practicality – Can it realistically be implemented?
– Impact – Will it be effective in removing the barrier?
If you believe a refusal is unfair, you can:
– Request a detailed explanation in writing.
– Seek advice from your trade union or ACAS.
– In some cases, take legal action for disability discrimination.
The Importance of Speaking Up Early
It’s important not to wait until you are struggling badly before requesting adjustments. Acting early can prevent issues from escalating into formal performance concerns or sickness absence. Remember, these adjustments are your right — you are not asking for special treatment, but for a level playing field.
How This Protects Your Mental Well-being
Struggling in silence can lead to unnecessary stress, anxiety, and even depression. Knowing your rights and exercising them can protect both your mental health and your job. When adjustments are in place, you can focus on doing your best work without unnecessary obstacles.
Example Scenario
Emma works in customer services and has hearing loss. She found it challenging to follow phone calls, leading to mistakes and frustration. After learning about reasonable adjustments, she requested a specialist workplace assessment from her manager. The assessor recommended a noise-cancelling headset and real-time captioning software for complex calls. The changes improved her accuracy, reduced her stress, and allowed her to enjoy her role again.
Conclusion
The Equality Act 2010 gives you powerful legal rights to reasonable adjustments in the workplace. By understanding and using these rights, you can remove barriers, protect your well-being, and continue to contribute effectively in your role.
Take Action
If you are experiencing barriers at work due to sight loss, hearing loss, or another long-term condition, speak to your line manager, HR, or occupational health team today. Ask for a specialist workplace assessment to identify the adjustments that will help you succeed. To learn more and make a referral, visit our Workplace Assessments page.