The following Employment Q&A provides comprehensive and up to date legal information covering:
The duty to make reasonable adjustments comprises three requirements. The element that is common to all three requirements is that they will only apply where a disabled person is put at a substantial disadvantage in relation to a 'relevant matter' in comparison with persons who are not disabled.
The distinction between the three requirements is that each one contemplates a different cause of that substantial disadvantage:
the first requirement applies where a 'provision, criterion or practice' applied by or on behalf of the person subject to the duty (eg the employer) causes such a disadvantage
the second requirement applies where a 'physical feature' causes it
the third applies where a disabled person would be put at such a disadvantage if an 'auxiliary aid' were not provided
In relation to the first requirement and the phrase 'provision, criterion or practice' (PCP), and your question as to whether a dismissal can of itself amount to a PCP:
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