Reasonable Adjustments Policy

Our Policy

1. Drystone Chambers is committed to making reasonable adjustments in order to remove, prevent or reduce disadvantage for disabled people working within Chambers.

2. Where a member of Chambers, a Pupil or a member of staff has a disability or becomes disabled, we encourage them to tell us about their condition so that we can consider what reasonable adjustments or support may be appropriate for them.

3. We recognise that the range of circumstances of disability is wide, need not be visible or immediately apparent and may not be permanent. We also understand that in some cases this may be a difficult issue for someone to raise.  Chambers is committed to addressing disability in a sensitive and confidential manner and only making the details known in so far as it is necessary to address the issue appropriately.

4. If a member of Chambers or a member of staff wishes us to consider making reasonable adjustments to assist with a disability, they should, in the first instance, speak to the Chambers Administrator or Equality and Diversity Officer.

5. This policy also applies to clients or any visitor to Chambers. Clients and visitors should inform Chambers at the earliest opportunity if they wish us to consider making a reasonable adjustment to assist with a disability. In that instance, the Equality and Diversity Officer will be notified.

6. The member of Chambers, staff, client or visitor should set out the context of any reasonable adjustment and suggest, where they are able to, any adjustments that they think may help them. For example:
a) Any provision, criterion or practice (such as a policy or working arrangement) which Chambers adopts that is placing, or likely to place, the individual at a disadvantage;

b) Any physical feature of Chambers’ premises;

c) The provision of any auxillary aid or services.

7. Chambers may require that the individual seeks the advice of a qualified medical professional to advise on any reasonable adjustments.

8. All requests for reasonable adjustments will be considered by the Management Committee on a case by case basis with the advice and assistance of the Chambers Equality and Diversity Officer. Where it is not possible to make the adjustment requested Chambers will discuss viable alternatives with the individual concerned.

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