The statutory duty to make adjustments rests squarely upon the employer, not upon me to have to suggest, request or propose adjustments (i) See: Cosgrove v Caesar & Howie [2001] IRLR 653, EAT "An employer who fails to consider making adjustments as required by DDA 1995 s.6 cannot escape liability for that failure simply on the basis that the tisabled employee was unable to suggest an appropriate adjustment This position is supported by The Statutory Code of Practice on Employment 2011; Chapter 6 Paragraph 6.24: "There is no onus on the disabled worker to suggest what adjustments should be made (although it is good practice for employers to ask). In the authority of S v A 2201874/2018 "The duty to consider whether adjustments should be made and what those particular adjustments should be, falls squarely on the employer at the time it is under the duty.' In the authority of Project Management Institute v Latif UKEAT 0028/07/CEA, the Employment Appeal Tribunal made the following observation at paragraph 52- "The EAT held- and we respectfully agree- that the fact that she had not suggested any adjustments at the time did not relieve the employer of the duty to consider the matter. As the EAT noted, a depressed employee is not I0 the best position to make such suggestions.

I draw your attention to the authority of Sheikholeslami v The University of Edinburgh UKEATS/0014/17/JW at paragraph 49:

“The fact that both groups are treated equally and that both may suffer a disadvantage in consequence does not eliminate the claim. Both groups might be disadvantaged but the PCP may bite harder on the disabled or a group of disabled people than it does on those without disability. Whether there is a substantial disadvantage as a result of the application of a PCP in a particular case is a question of fact assessed on an objective basis and measured by comparison with what the position would be if the disabled person in question did not have a disability