What equality law means - Birmingham Disability Resource Centre

For example:
The male worker who complained in the previous example must not be treated badly
because of his complaint. This means that if there is a need to discipline him again,
the same action must be taken against him as would be taken against someone who
had not complained. To protect themselves against allegations of victimisation, the
employer will find it helpful if they can demonstrate that procedures have been
applied consistently; keeping records of what has been done in every disciplinary and
grievance procedure will help with this.
Reasonable adjustments for disabled workers
If a worker is a disabled person, you must make reasonable adjustments so that they can
participate in the disciplinary procedure, as far as is reasonable, to the same standard as a
non-disabled person. This is especially important when it comes to completing and/or
reading documents and attending meetings. For example, they might need:
• Documents provided in a different format – perhaps on audio CD, or in large print or in
Braille, for people with a visual impairment.
• Meetings to be held in an accessible room, for people with a mobility impairment.
• A British Sign Language (BSL) interpreter if they are a Deaf person who uses BSL.
• Someone to help them complete a form if they have dyslexia.
• A personal assistant with them, in addition to their ‘official companion’ (the trade union
representative or colleague who may address the meeting for them, if they decide to
have one). They may need a personal assistant for this situation even if they do not
normally use one at work.
• Changes to the process, such as more breaks to ask for an explanation from their
official companion, if they have a learning disability.
You must also think about whether you should make reasonable adjustments to the
standards you apply to workers where these standards place disabled workers at a
substantial disadvantage compared to people who are not disabled.
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