Stands for
RA — Change an employer must make to avoid putting a disabled person at a substantial disadvantage.
How it works in KallosSim
- In practice language — Change an employer must make to avoid putting a disabled person at a substantial disadvantage.
- What it means — Under the Equality Act 2010 (Section 20), employers have a proactive duty to make reasonable adjustments for disabled employees or job applicants. The duty arises when an employer knows, or ought reasonably to know, that a person has a disability — the employee is not required to make a formal request. A 'reasonable' adjustment is one that is proportionate and practicable. Examples include flexible working hours, assistive technology, written summaries instead of verbal briefings, or a phased return to work. Crucially, the duty applies to processes as well as physical arrangements: a disciplinary hearing should be adapted for a disabled employee (extended time, written questions in advance, shorter sessions) even where no physical adjustment is needed. Failure to make process-level adjustments is a common cause of discrimination findings at tribunal.
- In KallosSim — Cases and formative debriefs may reference this concept when your sector pack and card selections call for it.
Training only. Fictional AI-generated cases only — not legal advice, not live decision support, not a substitute for supervision.
What it is not
- A substitute for reading primary statute or your organisation’s procedures.
- Competence assessment, ASYE sign-off, or Bar / SRA / CIPD accreditation.
- Advice for a live family, employee, client, or court matter.