Reasonable adjustments

Employers have a duty to recognise dyslexia under the Equality Act 2010. This means that employers have a legal responsibility to make reasonable adjustments to the workplace to enable their dyslexic employees to carry out their roles to a satisfactory standard.

Reasonable adjustments are the steps taken to help the individual gain the most of their strengths and minimise their weaknesses. They will vary according to the needs of the employee and the job role.  An employee does not need to have had an diagnostic assessment in order to receive reasonable adjustments.

It is advised that specialist advice is taken to determine the most appropriate adjustments for a particular individual. 

When making reasonable adjustments, you should determine:

  1. The nature of the individual's dyslexia; this could be obtained from a diagnostic assessment.

  2. The requirements of the job and its related requirements which should be obtained through a Workplace Needs Assessment.

  3. The working environment and working practices and any impact on performance.  

  4. The requirements of any associated training and assessment.  

This process will help to identify job and training requirements that are likely to be the most successful in mitigating any areas of difficulty.

Implementing reasonable adjustments will not be an overnight remedy. Depending on the nature of the dyslexia and the job specification, it may take a few months before it's appropriate to review the impact that the adjustments have made.