Employment

Recruitment, reasonable adjustments at work, sickness absence and unfair treatment.

Sample content. This summarises official sources listed below. It is information, not legal advice.

Key points

Employers must make reasonable adjustments once they know, or could reasonably be expected to know, that you are disabled.
Employers must not ask health questions before offering you a job, apart from limited exceptions such as checking whether you need adjustments for the interview.
Treating you badly because of something arising from your disability, such as disability-related absence, can be unlawful discrimination.
Access to Work is a government scheme that can pay for equipment, support workers and travel. It is separate from your employer's own duty.
Time limits for employment tribunal claims are short, usually three months less one day, with Acas early conciliation first.
A worked example: if you use a wheelchair and your desk cannot be raised, a reasonable adjustment might be a height-adjustable desk, working from a ground-floor room, or agreeing some home working, depending on cost, disruption and the size of the employer.
Statutory Sick Pay and company sick pay policies should be applied consistently; persistent short absences linked to a disability may need a different approach than for other staff, under the duty to make adjustments.

Put your adjustment request in writing and keep a copy, including the barrier and what would help.
Ask for an occupational health referral or a workplace needs assessment.
Contact Acas for free, impartial advice before taking formal steps.
Ask your union or Citizens Advice to help you raise a grievance.