Reasonable Adjustments at Work: Requests and Evidence

What are reasonable adjustments?

Reasonable adjustments are changes intended to remove or reduce a substantial disadvantage experienced by a disabled person. The Equality Act duty can concern workplace practices, physical features and auxiliary aids.

There is no universal list of adjustments that every employer must make. What is reasonable depends on effectiveness, practicality, cost, disruption, the employer's resources and other circumstances. The employer, not the disabled worker, is responsible for the cost of a reasonable adjustment.

This guide covers England, Scotland and Wales. Whether the Equality Act definition and duty are met depends on the evidence. This is general information, not legal advice.

Examples of workplace adjustments

• Changing working hours, break patterns or start and finish times.
• Providing equipment, software, a quieter workspace or accessible information.
• Changing how instructions, feedback or meetings are delivered.
• Adjusting some duties, targets or the way performance is assessed.
• Allowing disability-related appointments or managing disability-related absence differently where reasonable.
• Providing additional training, supervision, a support worker or changes to recruitment assessments.

How to request a reasonable adjustment

1. 01

   Describe the workplace disadvantage

   Explain the task, rule, environment or communication method that creates difficulty and its practical effect.

2. 02

   Suggest an effective change

   Identify one or more adjustments that may remove or reduce the disadvantage.

3. 03

   Provide focused supporting information

   Share relevant medical or occupational-health evidence where it helps explain functional effects, while avoiding unnecessary detail.

4. 04

   Ask for a meeting and written decision

   Discuss alternatives and ask the employer to confirm agreed adjustments, reasons and review dates.

What the employer should consider

• The disabled person's individual circumstances rather than assumptions about a diagnosis.
• Whether the proposed adjustment would remove or reduce the disadvantage.
• Practical alternatives if the first proposal is not workable.
• Medical or occupational-health advice without treating it as the only possible evidence.
• How agreed adjustments will be communicated, implemented and reviewed.
• Whether delay itself is leaving the person at a continuing disadvantage.

If an adjustment is delayed or refused

Ask for the reasons in writing and whether an alternative was considered. Keep the original request, medical or occupational-health evidence, meeting notes, decisions and examples showing the continuing disadvantage.

You may raise the issue informally, use the employer's grievance or appeal procedure, seek trade union or Acas support and obtain legal advice. Employment Tribunal deadlines are strict and are not normally paused by an internal process.

Reasonable-adjustment questions