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Working from home as a reasonable adjustment
Something I read yesterday on Reddit got me thinking.
A claimant was raising a question about their case, which is related to failure to make reasonable adjustments, specifically working from home.
One comment was that claiming failure to make reasonable adjustments by refusing to to grant a permanent work from home adjustment is a tricky claim as they don't think that "tribunals are especially warm to workers demanding that they be allowed to WFH on a permanent basis".
I found this interesting as it is a significant issue for neurodivergent people at my previous employer. Prior to Covid, these individuals struggled in their environment, but post-lockdown periods (where they had to work from home... and thrived in their roles as a result), they could not go back, and being forced to return to the office for regular work duties, meetings, team building exercises, etc can be extremely detrimental to their health and wellbeing.
It seems to me that this becoming more of a "hot topic" with more and more organisations pushing for increasing levels of office attendance. I was curious to know whether others would agree that tribunals wouldn't be pleased about a case like this involving a disabled claimant saying that they were disadvantaged by PCP's requiring in person attendance and that it was reasonable for their employer to implement a reasonable adjustment for them to permanently work from home, which the respondent refused to do.
A claimant was raising a question about their case, which is related to failure to make reasonable adjustments, specifically working from home.
One comment was that claiming failure to make reasonable adjustments by refusing to to grant a permanent work from home adjustment is a tricky claim as they don't think that "tribunals are especially warm to workers demanding that they be allowed to WFH on a permanent basis".
I found this interesting as it is a significant issue for neurodivergent people at my previous employer. Prior to Covid, these individuals struggled in their environment, but post-lockdown periods (where they had to work from home... and thrived in their roles as a result), they could not go back, and being forced to return to the office for regular work duties, meetings, team building exercises, etc can be extremely detrimental to their health and wellbeing.
It seems to me that this becoming more of a "hot topic" with more and more organisations pushing for increasing levels of office attendance. I was curious to know whether others would agree that tribunals wouldn't be pleased about a case like this involving a disabled claimant saying that they were disadvantaged by PCP's requiring in person attendance and that it was reasonable for their employer to implement a reasonable adjustment for them to permanently work from home, which the respondent refused to do.