Employment Law

(i) the provision, criterion or practice applied by or on behalf of an employer, or

(ii) the physical feature of premises occupied by the employer,

(iii) the identity of non-disabled com­parators (where appropriate), and

(iv) the nature and extent of the substantial disadvantage suffered by the claimant.

It should be borne in mind that identification of the substantial disadvantage suf­fered by the claimant may involve a consideration of the cumulative effect of both the “provision, criterion or practice applied by or on behalf of an employer” and the “physical feature of premises”, so it is necessary to look at the overall picture. Un­less the employment tribunal has identified these four matters, it cannot go on to judge if any pro­posed adjustment is reasonable.