If a member of staff believes the decision on a reasonable adjustment is incorrect and agreement cannot be reached, a formal Workplace Adjustments Review Meeting should be convened.

In advance of the Workplace Adjustments Review meeting, the line manager should collate all the information considered up to this point to help determine what constitutes a reasonable adjustment in the circumstances.  Evidence will include some or all of: 

  • Information from the member of staff about what reasonable adjustments they need and how these will enable them to carry out their work
  • An Occupational Health Report (with the member of staff’s consent)
  • A GP or specialist’s report (with the employee’s consent)
  • Advice from the Equality, Diversity and Inclusion Centre
  • Advice from an external resource such as Access to Work
  • Advice from specialist organisations with expertise in the field of the particular barriers the member of staff faces.

The meeting will be convened by a member of the Employee Relations (ER) team and will include:

  • The line manager’s manager (or alternative senior manager) who will chair the meeting
  • The line manager
  • An HR representative, usually from the ER team
  • The member of staff
  • The member of staff may bring their Trade Union Representative or work colleague
  • A Disability Adviser or representative from EDIC
  • If an Occupational Health report, or additional medical information is being considered, an Occupational Health representative may also attend the meeting

All relevant information will be circulated to all attendees in advance of the meeting.

At the meeting, the following issues will be considered along with the evidence gathered in advance,

  • The effectiveness of the proposed adjustment(s)
  • The practicability and cost of the proposed adjustment
  • Consider the resources of the College and other financial assistance available

Following the meeting, the Chair will consider all the information presented at the meeting and confirm the outcome in writing within 10 working days.  Where adjustments have been agreed, a timetable for implementation will be included.  Where adjustments have not been agreed this will be the end of the process.