In order to make reasonable adjustments for a disabled store manager, as required under the Disability Discrimination Act, the employer proposed moving the manager to a different store, invoking a mobility clause in her contract of employment. She appealed to the EAT, arguing that the adjustments should have been made at her original place of work and therefore her employer had failed to make reasonable adjustments.
The EAT rejected her arguments, agreeing with the tribunal's assessment. Whilst it would make good industrial sense to consider first of all whether reasonable adjustments can be made at the existing workplace, it is not unreasonable for the employer to conclude that adjustments can best be achieved at another location. In particular, the EAT took into account the mobility clause, that she had worked at several locations and that the alternative workplace proposed was within a reasonable distance of her home, GP and hospital (Garrett v Lidl Ltd).