Reasonable Adjustments UK – What They Are and How to Get Them

If you have a disability or health condition, you might wonder how your job can be made easier. In the UK, "reasonable adjustments" are changes an employer must consider so you can work safely and effectively. The Equality Act 2010 makes these tweaks a legal right, not a favor.

Why Employers Must Offer Adjustments

The law says any workplace that could disadvantage a disabled employee has to look at practical solutions. It’s about fairness – if a change costs little or brings big benefits, it’s expected. Ignoring the duty can lead to complaints, legal action, and damage to reputation.

Common reasons for adjustments include mobility challenges, visual or hearing impairments, mental health needs, or chronic illnesses like diabetes. The key is that the adjustment must be proportionate: it should help you without imposing an undue burden on the business.

How to Ask for a Reasonable Adjustment

Start by telling your manager or HR in writing what you need and why. Include any medical evidence if you have it – a doctor’s note, assessment report, or occupational health advice works well. Keep the request clear: “I need an ergonomic chair because my back pain limits sitting for long periods.”

Once the request is made, your employer should start a dialogue within a reasonable time. They’ll ask follow‑up questions to understand the impact and explore options. This back‑and‑forth is normal and helps find the best solution.

If you feel stuck, you can turn to the Equality Advisory and Support Service (EASS) for free advice, or raise a grievance through your company’s formal process. In many cases, a simple tweak – like flexible hours or screen‑reading software – solves the problem quickly.

Employers also have a checklist to follow: identify the barrier, consider possible adjustments, assess cost and practicality, and then implement the chosen solution. They should document everything in case of future reviews.

Examples of reasonable adjustments you might see include:

• Adjusting work schedules or allowing remote work.
• Providing assistive technology such as speech‑to‑text software.
• Modifying equipment – height‑adjustable desks, special keyboards.
• Changing physical layouts for wheelchair access.
• Offering extra breaks to manage fatigue or medication timing.

Remember, the goal isn’t just compliance; it’s creating a workplace where everyone can contribute fully. When adjustments work well, morale rises and turnover drops – a win‑win for staff and business.

If you’re an employer unsure where to start, run a quick audit of your premises and processes. Ask employees directly what would help them perform better. You’ll often discover low‑cost fixes that make a huge difference.

Finally, keep the conversation open. Health conditions can change, and so can the needed adjustments. Regular check‑ins ensure solutions stay relevant and effective over time.