- 2019 Police & Justice Service Group Conference
- 31 May 2019
Conference notes that although disabled workers are legally entitled to reasonable adjustments under the Equality Act 2010, some Police and Justice employers continue to delay or seek to avoid implementing reasonable adjustments. In particular adjustments agreed with one manager may disappear when staff move teams or change managers.
Some employers have implemented workplace adjustment passports. This is an agreement between the staff member and their manager which outlines the barriers faced and the adjustments the employer has agreed to put in place, including but not necessarily limited to the legal requirement for “reasonable” adjustments. This passport approach allows the adjustments to follow the worker when they move teams or line management changes, and minimises the need to renegotiate adjustments.
The Department of Health has recommended both workplace adjustment passports and Wellness Recovery Action Plans in its “Advice for employers on workplace adjustments for mental health conditions”. There are examples of workplace adjustments passports in Police and Justice employers such as the Surrey Police Adjustment Passport and the West Midlands Police Reasonable Adjustment Passport. However there is no consistent approach to reasonable adjustments across Police and Justice employers.
Conference notes that UNISON has recently published an updated edition of the comprehensive ‘Proving Disability and Reasonable Adjustments’ guide which can be used to negotiate with employers.
Conference therefore calls on the Service Group Executive to:
1)Encourage Police and Justice branches to negotiate for workplace adjustment passports with their employers;
2)Publicise UNISON’s ‘Proving Disability and Reasonable Adjustments’ guide to branches and regions;
3)Seek to include workplace adjustment passports as a model of best practice recommended to Police and Justice employers through national negotiating bodies.