Hi there, sorry I was offline by the time you had replied. Your rights will initially depend on whether the offer was conditional on anything or not. If it was not, then its withdrawal could amount to a breach of contract.
In terms of your medical condition, if it meets the criteria for a disability, you will have extra protection. What reasonable adjustments could have been implemented will very much depend on your needs and what would have reduced any disadvantage you were in because of your condition.
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
• acquiring or modifying specialist equipment
• providing supervision or other support
In terms of where you can take this next, it would either have to be a breach of contract claim if an unconditional job offer was withdrawn, or a disability discrimination claim if you had a disability and we treated detrimentally because of it, or they failed to make any reasonable adjustments.
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