The changing profile of the European workforce creates pressure to adapt the working environment in order to accommodate worker diversity, such as that related to disability, religious practice or caring responsibilities. There is an ongoing debate within equality law on the extent to which law should require employers to provide such accommodation. This article examines the rationales that justify legal intervention and maps out various ways in which European Union legislation already requires employers to accommodate worker diversity. It identifies three types of accommodation duty: protective, substantive and procedural. The article argues that the debate can be enhanced by looking beyond the confines of equality law and drawing connections with a wider agenda for labour market reform. A better understanding of the different types of accommodation duty helps to expand the debate beyond a narrow focus on whether the duty of reasonable accommodation for workers with disabilities should be extended to other discrimination grounds.

中文翻译：

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使工作适应工人

欧洲劳动力不断变化的情况造成了适应工作环境以适应工人多样性的压力，例如与残疾、宗教习俗或照顾责任有关的多样性。关于法律应在多大程度上要求雇主提供此类便利，平等法内部一直存在争论。本文研究了证明法律干预合理的基本原理，并描绘了欧盟立法已经要求雇主适应工人多样性的各种方式。它确定了三种类型的便利责任：保护性、实质性和程序性。文章认为，可以通过超越平等法的范围并与更广泛的劳动力市场改革议程建立联系来加强辩论。