Protecting disabled person's pay may be reasonable adjustment
It has long been established that the purpose of the disability discrimination provisions is to enable disabled employees to play as full a part as possible in the world of work, but not to treat them as objects of charity. The recent case of G4S Cash Solutions v Powell may cause some concern for employers as, apparently contrary to this principle, it was found that pay protection may be a reasonable adjustment.
The EAT found that where a disabled employee is redeployed as a result of their disability that consideration should be given to protecting their pay as a “reasonable adjustment”. Here, the disabled employee was transferred to a role that would attract a lower salary (by 10%) as it no longer required someone with engineering skills.
Whilst this case does not mean that employers are always required to protect a disabled employee’s level of salary, it should be part of the thought process. For organisations, such as G4S, with large resources, it may well be a ‘reasonable’ adjustment to make.
News & Insights
The menopause - can business afford to ignore the potential productivity loss of 14 million days a year?
It is clearly in the interests of business to retain the talent and experience of those working women who are dealing with the menopause.
The value of Simone Biles – an update on athlete endorsements, the Olympics and Rule 40
the USOPC released updated guidance for its athletes regarding personal endorsements and marketing during the Tokyo 2020 games.