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Reasonable adjustments at work

Bakedbean28

Hello all,

I posted a little while ago about struggling with undiagnosed autism following on from a potential meltdown at work about a month ago

I just received an OH report that I have underlying traits evidenced from childhood and adulthood with the support of friends and family, and scored 100% on the initial NICE assessment 

The doctor has recommended some reasonable adjustments to my employer:

Ensure that XX has a clear understanding of any relevant behaviours and professional boundaries that are expected, both in the context of these recent events and in terms of general interactions in the workplace.

Support XX with an Access to Work application for coaching and mentoring with managing underlying autism in work.

In collaboration with an appropriate manager, develop a Wellness Action Plan to identify triggers for emotional difficulties and communication in the workplace and actions that can be taken in situations where this may arise.

Arrange neurodiversity training and education for the wider team, to improve understanding of how autism and similar conditions may influence an employee’s behaviour in the workplace. 

Can I just get some feedback on how to approach my employer regarding this? Would an employer get in legal/discrimination territory if these aren't considered or addressed? As a note they are disability confident level 3

Thank you

Parents

  • I can only speak about my experience around reasonable adjustments. My employer refused occupational health suggestions and conflated previous requests (which they refused) to look as if I was asking for the world! I have lost my professional career after over 30 years of employment. My managers took my diagnosis as the excuse to remove me from my department and redeploy me with a view to dismissal after a period 'on the list' if I cannot secure another post, so effectively dismissing me.

    I went down the lines of grievance (still not concluded) and tribunal process. I now have a date for my tribunal only a matter of weeks away. The stress is awful and the lawyer is expensive.

    I thought the law was clear and on my side but my organisation doesn't see it that way.

    If I was to start again I would think long and hard about what I would do as you may think you have the law on your side (and you have) but it is difficult to prove without evidence.

    Share your OH report and ask for the suggestions as a starting point for a reasonable adjustments conversation.

    Do your research and look at various reasonable adjustments for autists in employment. Push for Access to Work as this provides funding for equipment, coaching etc.

    If you really need adjustments push to get them.

    Good luck

Reply

  • I can only speak about my experience around reasonable adjustments. My employer refused occupational health suggestions and conflated previous requests (which they refused) to look as if I was asking for the world! I have lost my professional career after over 30 years of employment. My managers took my diagnosis as the excuse to remove me from my department and redeploy me with a view to dismissal after a period 'on the list' if I cannot secure another post, so effectively dismissing me.

    I went down the lines of grievance (still not concluded) and tribunal process. I now have a date for my tribunal only a matter of weeks away. The stress is awful and the lawyer is expensive.

    I thought the law was clear and on my side but my organisation doesn't see it that way.

    If I was to start again I would think long and hard about what I would do as you may think you have the law on your side (and you have) but it is difficult to prove without evidence.

    Share your OH report and ask for the suggestions as a starting point for a reasonable adjustments conversation.

    Do your research and look at various reasonable adjustments for autists in employment. Push for Access to Work as this provides funding for equipment, coaching etc.

    If you really need adjustments push to get them.

    Good luck

Children
  • in reply to Mr T

    So sorry this has happened & is happening to you. Law or not,  some organisations still go off "vibes" (including HR) rather than understanding the purpose of RA & that what they "feel" is reasonable wouldn't be a defence at tribunal.  Others rely on people giving up & leaving, or burning out or buckling under the pressure of tribunal.

    I'm sure there are companies that are genuinely informed & supportive. I'm just sorry we can't all work for them. 

    For what it's worth,  employers will drag out grievances to push them past the 3 months - 1 day rule for tribunal applications. I believe there shoukd be a law that you need to make any employee that raises a grievance aware of the deadline, that it starts from the last act, not the complaint, & that they can start Early Conciliation  at any time,  they don't have to wait for Grievance outcome.