As your condition is most likely going to amount to a disability, you will have rights under the Equality Act 2010. You have already correctly identified that the employer has a duty to make reasonable adjustments in order to accommodate you and ensure that you are not placed at a disadvantage when compared to non-disabled employees.
What amounts to ‘reasonable adjustments’ can have a wide interpretation and often depends on the individual circumstances of the employer, their business, the potential impact on other employees, the available resources, etc. Whilst legislation does not currently provide specific examples of what adjustments can be made, the following are examples that have been considered reasonable in case law over time:
· making adjustments to work premises
· allocating some of the employee’s duties to others
· transferring the employee to fill an existing suitable vacancy
· altering the employee’s hours of work
· allowing the employee to be absent during working hours for rehabilitation, assessment or treatment connected to their disability
· acquiring or modifying specialist equipment
· providing supervision or other support
Whilst the duty to make reasonable adjustments is quite strict, only what is reasonable would bee expected of the employer. If they have refused your request to work 2 days from home then they really need a solid reason for it. If you can show that the quality of work is unlikely to be affected and overall it is a reasonable request, then it would be rather difficult for them to argue that it is not possible. The issue is that you cannot force them to implement it and if you find yourself faced with an uncooperative employer, then your only option is to take it further, either through a grievance first, or even as far as making a disability discrimination claim in the employment tribunal.
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