Reasonable adjustments-disability

[BasalGanglia]

I've recently returned to work following long term sickness. I had a uterine rupture, which caused a massive haemorrhage and in turn a cardiac arrest with subsequent hypoxic brain injury.

The lasting effects are mainly fatigue, right hand weakness and voice problems and I believe I'm now classed as disabled.

I'm wanting to reduce my hours from full time over 5 days to 4 days due to the fatigue, however my employer is notorious for not being flexible to part time requests.

I'm wondering if this would be considered as a reasonable adjustment as per the equality act for disabilities. I know it's ultimately their decision but was wondering if anyone had been through anything similar?

I might have to consider leaving if I don't get 4 days, surely it's in their best interests to have me for 4 days than none at all.

@BasalGanglia

I was going to wish you luck, but it's not luck you need, just a lot of patience.

Stick to these things;

1. Keep a diary, with dates, people involved and what was said/suggested/inferred etc
2. No meetings or conversations without union rep present (screenshot anything in Teams or text messages too) and latest OH report available and if that means literally months of delays due to incompatible schedules, then you need to just carry on meantime. ( I was well into double digit number of 'management referrals' because they try to use it like a 'threat', but it isn't, it's actually to YOUR benefit !)
3. If you are having health issues due to having to speak in your role so much, re-refer yourself to OH, and get it all documented by them (highlighting the difficulties shows clearly this is an issue for you). So if a reduction in hours would benefit you, and you'd like to reduce your hours, say that so that OH can put it in writing. (management are NEVER advised to against OH 'recommendations', so get OH to write that a reduction of hours is what would help you)
4. Print out all the workforce policies Equality/diversity / Health & safety/ Staff governance/Grievance policy/ Workforce policies investigation process/Bullying & harassment and highlight the areas that are relevent to you. Are management following their own policies? ( It's NOT policy to have a blanket 'ban' on part time workers for example)

You can get the reduction in hours that you want, but you need to shove their own policies back at them and have union support for documentation and for your own 'protection'. It's simply astounding what management will try to bully you into !
But they're on their 'best behaviour' if a union rep is there ! Also, make sure that your union rep is cc'd into EVERY email as managers will repeatedly try to cut them out of communication with you 'by accident' .

A further update on this...

I didn't get the reduced hours I asked for - there's no wiggle room for the amount of work we've been getting in. I think the decision had already been made before I gave them my supporting documentation from my community occupational therapist.

I'm lucky in that with my role I can work remotely for any Trust, so I'm looking elsewhere for work. It might be a knee jerk reaction but I'm not sure I want to carry on working there with the way I've been treated regarding my voice issues etc.