Praktiske veiledere for tilrettelegging på arbeidsplassen
Artikler vises på engelsk — norsk innhold kommer snart.
The duty to make reasonable adjustments is the cornerstone of UK disability employment law. This guide explains what the duty requires, what is "reasonable", how to conduct an interactive process, and how to handle disagreements — drawing on EHRC, ACAS, and case law.
Deciding whether, when, and how to disclose a disability to an employer is one of the most personal decisions a disabled job seeker faces. This guide covers your legal rights, the pros and cons of disclosure at different stages, and how to frame disclosure conversations confidently.
A practical, stage-by-stage guide to removing disability barriers from recruitment — from job design and advertising through to onboarding. Based on CIPD, BDF, and Disability:IN research.
Only 22% of autistic adults in the UK are in employment, compared to 53% of all disabled people and 82% of non-disabled people. This guide draws on National Autistic Society research and BDF toolkits to help employers recruit, support, and retain autistic employees.
Mental health conditions affect 1 in 6 workers in any given week. This guide covers the UK legal framework, Mental Health First Aid, the Thriving at Work standards, employer duties under the Equality Act, and practical steps to build a mentally healthy workplace.
Around 1 in 7 people in the UK is neurodivergent. This guide covers autism, ADHD, dyslexia, dyspraxia, and dyscalculia in the workplace — practical adjustments, recruitment, management, and how to build a neuro-inclusive culture. Drawing on ACAS, BDF, and CIPD guidance.
A Workplace Adjustments Passport is a simple written record of agreed adjustments that moves with the employee through manager changes and role changes. Used by the Civil Service, NHS, and major UK employers, it reduces re-negotiation friction and improves retention. This guide explains how to implement one.
Access to Work is a UK government grant scheme funding practical workplace support for disabled people. Grants can cover support workers, specialist equipment, transport, and mental health support — up to £66,000 per year. This guide covers eligibility, application, and maximising the scheme.
The Business Disability Forum (BDF) is the UK's leading membership organisation for disability-smart business. This guide covers BDF tools, toolkits, and how employers can use BDF resources to build genuinely inclusive workplaces.
A practical guide for managers on how to handle accommodation requests from employees with disabilities, including sample conversation scripts, documentation requirements, confidentiality obligations, and country-specific legal duties.
Practical guidance on workplace accommodations for employees with chronic illnesses including fibromyalgia, multiple sclerosis, diabetes, Crohn's disease, and cancer survivorship, covering the interactive process, disclosure considerations, and legal protections across four countries.
A comprehensive guide to workplace accommodations for deaf and hard of hearing workers, blind and low vision employees, and individuals with sensory processing differences, including legal obligations, funding sources, and implementation steps across the US, UK, Canada, and Australia.
A practical buyer's guide to ergonomic equipment and assistive technology for inclusive workplaces, covering standing desks, screen readers, speech-to-text, alternative input devices, hearing systems, and more with price ranges and recommendations.
Evidence-based accommodation strategies for neurodivergent employees including ADHD-specific task management, autism-specific sensory and communication supports, and dyslexia-specific assistive technology.
A comprehensive, practical guide to workplace accommodations covering physical, sensory, cognitive, mental health, and technology accommodations with cost estimates and implementation strategies.
Practical guide to supporting employees with anxiety, depression, PTSD, and other mental health conditions.
How to implement remote work policies as an accommodation, including best practices for hybrid arrangements.