What must a small business do to comply with the Disability Discrimination Act?

Even small businesses must make ‘reasonable adjustments’, either to physical barriers preventing people with disabilities being employed, or by providing practical alternatives to enable them to carry out a job.

The law does not specify exactly what ‘adjustments’ a small business should make - they will depend on individual circumstances. A small firm, with a limited budget, would not be expected to make the same scale alterations a big company could afford.

Keep a record of the adjustments you make, stating the date, reason and outcome of the action you took.

Simple adjustments are not necessarily expensive!

Adjustments to premises might include:

• Ensuring level access to the premises: If there are steps, steep slopes, or lips on doorways can a ramp or lift be fitted?
• Having toilet facilities accessible by people using wheelchairs
• Fitting the external bell or buzzer at a suitable height
• Having a fire alarm that is visible as well as audible
• Making sure door handles are easy to reach and grip
• Removing loose doormats
• Considering colour contrast between walls, door and stairways, using matt paint which reduces glare
• Checking that corridors and aisles are wide enough for wheelchairs to pass through
• Putting shelving at a suitable height
• Providing lighting that is adequate for a visually impaired colleague

Providing equipment to enable an employee to carry out tasks:

• Providing a larger computer screen
• Installing audible software (eg Hal 95)
• Changing the work station layout.

Other adjustments might include:

• Offering flexible working hours (to suit working capacity, and ease transport difficulties)
• Reallocating some tasks to other employees
• Providing assistance with transport or transport costs
• Providing training to update the skills of disabled workers
• Training all staff in disability awareness

The government has produced a clear guide to employers' duties under the Disability Discrimination Act. Pages 4 and five cover the types of adjustments and modifications you can make to your workplace to treat people with disabilities fairly..