Reasonable adjustments at work

Changes an employer must make so a disabled worker is not disadvantaged.

What it means

The duty applies where a provision, criterion or practice, a physical feature, or the absence of an auxiliary aid puts a disabled worker at a substantial disadvantage.

Why it matters

It is a duty, not a favour, and failing to make an adjustment is itself a form of discrimination with no qualifying service required.

What it looks like in practice

Common adjustments: changed hours, home or hybrid working, a phased return, adjusted absence triggers, equipment, a support worker, different lighting or a quieter space, and adjusted recruitment processes.\n\nAccess to Work is a government scheme that can fund equipment and support, at no cost to the employer in many cases.

What to watch out for

Waiting for a formal diagnosis or a request in the right words. The duty arises when the employer knows or ought reasonably to know, and "ought to know" catches a lot.

Where to get proper advice

ACAS, and Access to Work for funding. An occupational health referral for what the adjustment should be.