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Royal Bank of Scotland v Ashton - reasonable adjustments to be assessed on results, not reasoning behind them

When considering whether reasonable adjustments were made in a disability discrimination case, a tribunal (i) must identify the disadvantage that has been suffered and (ii) must not focus on the reasonableness of the employer's actions (as it might in an unfair dismissal case) but judge the reasonableness of adjustment by its result, not the thought process behind it.

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