An employer must take reasonable steps to reduce or remove any substantial disadvantage which is caused to a disabled job applicant or employee, compared to a non-disabled person. Examples of reasonable adjustments include:

• making premises physically accessible
• altering his (or her) working hours
• allowing him (or her) to be absent during working hours for rehabilitation, assessment or treatment
• acquiring or modifying equipment
• modifying procedures for testing or assessment
• providing a reader or interpreter.