Discussing workplace adjustments
Find out how to ensure effective workplace adjustments for your team.
You are responsible for discussing, agreeing, implementing and reviewing workplace adjustments for your team.
For new staff
Following the pre-employment Occupational Health Questionnaire, if there are any adjustments which need to be implemented before employment begins, your Assistant Human Resources Business Partner will contact you to discuss them.
As part of the new staff member’s induction, you'll discuss workplace adjustments through the New Starter Checklist. These documents can be found in the .
You should ensure workplace adjustments are reviewed regularly and are documented.
For all staff
You must ensure that reviews happen:
- on joining the University
- as part of Achievement and Development Review (ADR) discussions
- when an individual’s role changes or their job is substantially changed
- if new IT systems or equipment are introduced
- if there is a change of location (even if it is in the same office space)
- as part of any return-to-work meetings following a period of sickness absence
- as part of performance management or disciplinary procedures
- as part of redundancy procedures
- as part of working with a new manager
- if an individual’s circumstances change (e.g., after a diagnosis or change in health, change in role and requirements).
While some employees initially need no adjustments, individual needs can evolve with changes in health, circumstances, or changes to University policies.
Regular check-ins, like 121’s and return-to-work meetings, allow revisiting workplace adjustment needs. These open conversations can proactively identify potential obstacles and accommodations.
Managers of those on short-term contracts or casual staff have the same responsibilities to ensure employees are supported in discussing and implementing workplace adjustments.