Understanding Reasonable Adjustments
Reasonable adjustments are changes or adaptations an employer makes to remove barriers that might otherwise disadvantage employees with disabilities or certain health conditions. These adjustments are a key part of ensuring that everyone has a fair chance to work and develop their career, regardless of their physical or mental health.
Under the Equality Act 2010, employers in the UK have a legal duty to make reasonable adjustments for staff and job applicants who are disabled. This means that if your disability or health condition puts you at a disadvantage compared to others at work, your employer must take steps to help level the playing field. Examples of reasonable adjustments include providing specialised equipment, changing work hours, allowing more frequent breaks, or making alterations to the workplace layout.
Reasonable adjustments matter because they help create an inclusive workplace where everyone can contribute effectively. For example, someone with a mobility impairment might need a ramp or accessible toilet facilities, while a person with dyslexia might benefit from assistive software or extra time to complete certain tasks. These changes are not just about physical access – they can also include adjustments to policies, procedures, or the way work is organised.
It’s important to remember that what counts as “reasonable” will depend on your specific needs, the size and resources of your employer, and the practicality of the adjustment. Employers must consider each request carefully, but they are not expected to make changes that would be unreasonably difficult or expensive.
If you want to learn more about your rights and how employers should support disabled staff, the Disability Rights at Work page offers a broader overview. You can also find detailed guidance on your legal protections and the types of adjustments businesses must offer in the Reasonable Adjustments Businesses Must Make section of our guide to disability and consumer rights.
For official information on workplace rights and the responsibilities of employers, the government’s Disability Rights at Work page provides comprehensive details, including how to challenge discrimination and what to expect during recruitment and redundancy processes. This resource is especially useful if you want to understand the full scope of legal protections available to you.
Who Can Ask for Reasonable Adjustments?
Who Can Ask for Reasonable Adjustments?
Under UK law, you have the right to ask for reasonable adjustments at work if you are considered disabled under the Equality Act 2010. This means your employer must make changes to remove barriers or support you in carrying out your job, provided you meet certain legal criteria.
Who Qualifies?
You qualify for reasonable adjustments if you have a disability as defined by the Equality Act 2010. The law describes a disability as a physical or mental impairment that has a “substantial” and “long-term” negative effect on your ability to do normal daily activities. “Substantial” means more than minor or trivial, and “long-term” generally means lasting, or likely to last, 12 months or more.
Some conditions automatically count as disabilities from the day you are diagnosed. For example, if you have HIV infection, cancer, or multiple sclerosis, you are protected from the moment of diagnosis, regardless of whether your symptoms affect your daily activities yet.
Progressive conditions, such as multiple sclerosis or motor neurone disease, are also covered. Even if the impact is not substantial now, you may still qualify if the condition is expected to get worse over time.
For a detailed breakdown of what is considered a disability at work, see What Counts as a Disability at Work?.
You can also read the government’s official guidance on the Definition of Disability under the Equality Act 2010 for further clarification.
Examples of Who May Be Eligible
- A person with a long-term mental health condition, like depression or anxiety, that affects their concentration or energy.
- Someone with a physical impairment, such as arthritis, that makes it difficult to use a keyboard or stand for long periods.
- An employee recently diagnosed with cancer, who is protected from the date of diagnosis.
What If You’re Not Sure?
If you are unsure whether your condition qualifies, it’s a good idea to discuss it with your employer or seek advice from a legal or HR professional. Remember, the definition is broad and covers many physical and mental health conditions.
If you want to learn more about how disability rights apply in other areas, such as when dealing with businesses or services, you may find it helpful to read about Reasonable Adjustments Businesses Must Make.
Knowing whether you qualify is the first step to ensuring you receive the support you are entitled to at work.
Examples of Reasonable Adjustments
When you ask for reasonable adjustments at work, it’s helpful to know what kinds of changes are possible. Reasonable adjustments are modifications or support your employer provides to help you overcome barriers caused by a disability or health condition. Under the Equality Act 2010, employers in the UK have a legal duty to consider and make reasonable adjustments to ensure you are not at a disadvantage compared to others at work.
Common Types of Reasonable Adjustments
Employers can make adjustments in many different ways, depending on your needs and the requirements of your job. Some of the most common examples include:
- Changing working hours: Allowing flexible start and finish times, reduced hours, or part-time work to help you manage health appointments or fatigue.
- Adapting workstations or equipment: Providing ergonomic chairs, adjustable desks, screen readers, voice recognition software, or specialist keyboards for employees with physical or sensory disabilities.
- Making the workplace accessible: Installing ramps, lifts, accessible toilets, or parking spaces for people with mobility issues.
- Altering duties or tasks: Adjusting your job role to avoid tasks that are difficult due to your condition, or allowing you to swap certain duties with colleagues.
- Providing additional support: Arranging for a support worker, job coach, or offering extra training to help you carry out your role effectively.
- Allowing time off for treatment or recovery: Granting paid or unpaid leave for medical appointments, therapy, or recovery from illness.
Adjustments for Different Needs
Physical Disabilities
For those with physical disabilities, adjustments often focus on removing physical barriers. This might include wheelchair access, adapted computer equipment, or allowing someone to work from home if travel is difficult.
Mental Health Conditions
If you have a mental health condition, adjustments can include changes to your workload, providing a quiet space to take breaks, or offering more frequent check-ins with your manager. You can learn more about your rights and the types of support available in our guide on Mental Health and Work: Your Rights.
Neurodiversity and Other Health Issues
People with neurodiverse conditions, such as autism or ADHD, may benefit from adjustments like clear written instructions, noise-cancelling headphones, or flexible deadlines. For a deeper look at how employers can support neurodiverse staff, see our section on Reasonable Adjustments and Support in the guide to managing neurodiverse employees.
Other health issues – such as long-term illnesses, chronic pain, or conditions like diabetes – might require adjustments like rest breaks, a private space to manage medication, or adaptations to shift patterns.
How Adjustments Help
Reasonable adjustments are designed to make the workplace more accessible and supportive for everyone. They help ensure that people with disabilities or health conditions can perform their jobs to the best of their ability and are treated fairly. By making these changes, employers not only meet their legal obligations but also create a more inclusive and productive work environment for all staff.
If you think you might need an adjustment, it’s important to talk to your employer as soon as possible. They should consider your request seriously and discuss what changes can be made to support you at work.
How to Request Reasonable Adjustments at Work
Requesting reasonable adjustments at work can help you perform your job effectively and comfortably if you have a disability or long-term health condition. Here’s a step-by-step guide to help you through the process:
1. Understand Your Needs
Before making a request, take some time to consider what adjustments would help you overcome barriers at work. This might include changes to your working hours, physical workspace, equipment, or the way tasks are allocated. Think about your daily tasks and any challenges you face. It can help to keep a record of situations where your condition affects your work.
2. Gather Supporting Information
To support your request, it’s useful to have relevant information ready. This could include:
- Medical evidence, such as a letter from your doctor or specialist outlining your condition and how it affects you.
- Recommendations from occupational health assessments, if you’ve had one.
- Specific examples of adjustments that would make a difference, such as flexible working hours, assistive technology, or changes to your workstation.
3. Approach Your Employer or HR
You can make your request to your line manager, supervisor, or human resources (HR) department. It’s a good idea to put your request in writing so there’s a clear record. Explain:
- That you have a disability or health condition (you do not need to share full medical details if you’re not comfortable).
- The impact your condition has on your work.
- The reasonable adjustments you believe would help.
- Any supporting evidence you have.
Be clear and specific about what you are asking for. If you’re unsure what adjustments might help, you can ask for an occupational health assessment or discuss options with your employer.
For more practical tips and a step-by-step approach, you can read the ACAS Guidance on Reasonable Adjustments. This official guidance explains how to make a request and what your employer should do in response.
4. Consider Registering as Disabled at Work
Formally letting your employer know about your disability can help ensure your rights are protected and make it easier to access support. For advice on how to do this, see How to Register as Disabled at Work. Registering can also strengthen your case when requesting adjustments.
5. Know Your Rights
Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for disabled employees. If you’re unsure about your rights or what counts as a reasonable adjustment, see Your Rights to Workplace Accommodations and Flexible Working in the UK for a detailed overview.
What to Include in Your Request
When making your request, include:
- A brief explanation of your condition and how it affects your work.
- The specific adjustments you’re asking for.
- Any evidence or recommendations from medical professionals.
- How the adjustments will help you do your job.
What Happens Next?
Your employer should consider your request carefully and discuss possible adjustments with you. They may seek further information or arrange an assessment. Employers are not required to make adjustments that are unreasonable, but they should try to find other ways to support you if your initial request cannot be met. Any agreed adjustments should be confirmed in writing.
If you have questions or need further support, you can contact the Acas helpline for advice.
By preparing your request thoughtfully and understanding your rights, you can help ensure you get the support you need to work effectively.
Your Employer’s Duty to Make Reasonable Adjustments
When you tell your employer that you have a disability or long-term health condition, the law says they must consider making reasonable adjustments to help you do your job. This legal obligation comes from the Equality Act 2010 Section 20, which requires employers to remove barriers that might put disabled employees at a disadvantage compared to others.
What Does the Legal Duty Mean?
Employers must take practical steps to support disabled staff. This could involve changing working hours, providing special equipment, or making adjustments to the workplace. The aim is to ensure you can work safely and effectively, and to make sure you are not treated less favourably because of your disability.
The duty applies to all employers, regardless of the size of the business. They must consider your request seriously and decide whether the adjustment is reasonable. What’s “reasonable” depends on factors like the cost, the potential benefit to you, and how practical it is for the employer to make the change.
How Employers Should Respond
When you ask for a reasonable adjustment, your employer should:
- Listen to your request and discuss your needs with you
- Assess whether the adjustment would help you overcome any difficulties at work
- Consider the impact on the business and other staff
- Make the adjustment if it is reasonable to do so
Employers cannot charge you for the cost of making reasonable adjustments. If they refuse your request, they should explain their reasons clearly.
For a more in-depth look at what the law expects from employers, see our detailed guide on the Employer Duty to Make Reasonable Adjustments.
Understanding Your Broader Rights
The duty to make reasonable adjustments is just one part of your overall rights at work. If you want to know more about how these protections fit into the wider legal framework, read about Employers’ Legal Duties Regarding Accommodations.
Knowing your rights can help you have informed conversations with your employer and ensure you get the support you need to work without unnecessary barriers.
What to Do If Your Request Is Refused or Ignored
If your employer refuses or ignores your request for reasonable adjustments, it’s important to know your rights and the steps you can take. Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees with disabilities or certain health conditions. If they fail to do so without a good reason, this could amount to disability discrimination.
Understanding Your Rights
You have the right to ask for reasonable adjustments to help you carry out your job. If your employer refuses your request, they must provide a clear explanation. Sometimes, they might suggest alternative adjustments, or they may claim that your request is not “reasonable” due to cost, practical difficulties, or health and safety concerns. However, they cannot simply ignore your request or dismiss it without proper consideration.
Raising Concerns Internally
If you feel your request has been unfairly refused or ignored, start by discussing the matter informally with your manager or HR department. Sometimes, misunderstandings can be resolved through open communication. If this does not work, you can raise a formal complaint using your employer’s grievance procedure. Clearly explain why you believe the refusal is unreasonable and how it affects your ability to do your job.
For step-by-step guidance on making a complaint about disability discrimination at work, see the Disability Discrimination Complaint Process. This resource explains what to do if you’ve experienced or witnessed discrimination, and outlines your employer’s responsibilities when handling such complaints.
Disability Discrimination and Reasonable Adjustments
Refusing reasonable adjustments without good reason can be a form of disability discrimination. Reasonable adjustments are designed to remove barriers and ensure everyone has a fair chance to succeed at work. To better understand what discrimination might look like in the workplace, visit Disability Discrimination at Work: What It Looks Like.
If you’re unsure about your broader rights or want to know what to do if an accommodation request is denied in a different context, you may find further guidance under What to Do if Your Accommodation Request Is Denied.
Where to Get Further Advice and Support
If internal processes do not resolve the issue, you may wish to seek advice from organisations that specialise in employment rights and disability discrimination. Acas, Citizens Advice, and disability advocacy groups can provide support in understanding your options and next steps.
Remember, you are protected by law, and you do not have to face this situation alone. Taking action can help ensure your workplace is fair and inclusive for everyone.
