This guide is maintained as a current resource for September 2026 and covers only the laws of England and Wales. Information is for general guidance, not legal advice. Consult a qualified solicitor for advice specific to your situation.
Reasonable adjustment definition under UK disability law explained in detail, including Equality Act 2010 duties, employer obligations, tribunal claims, examples of adjustments, and how “reasonableness” is assessed in employment discrimination cases in England and Wales.
A “reasonable adjustment” is a core legal duty under UK disability discrimination law designed to ensure disabled people are not placed at a substantial disadvantage in employment, services, education, and other regulated areas. In the employment context, it is most commonly considered in workplace disputes and employment tribunal claims under the Equality Act 2010.
The concept is central to disability discrimination law and forms one of the most important protections for disabled employees and job applicants. Failure to comply with this duty can amount to unlawful discrimination and give rise to claims in an employment tribunal.
Legal Definition of Reasonable Adjustment
Under the Equality Act 2010, a reasonable adjustment is a change or step an employer (or other duty-holder) must take to remove or reduce a disadvantage experienced by a disabled person compared with non-disabled people.
The legal duty arises where a disabled person is placed at a substantial disadvantage by:
- a workplace rule, policy, or practice (often referred to as a “provision, criterion or practice” or PCP)
- a physical feature of premises
- the absence of an auxiliary aid or service
Where such disadvantage exists, the employer must take such steps as it is reasonable to take to remove or reduce it.
The duty applies where the employer knows, or could reasonably be expected to know, that the person is disabled and is disadvantaged in that context.
Who is Protected by the Duty
The duty to make reasonable adjustments applies to:
- employees and workers
- job applicants
- contractors engaged to perform work personally
A person is considered disabled if they have a physical or mental impairment with a long-term and substantial effect on normal day-to-day activities.
Once this definition is met, the employer must consider adjustments wherever the working arrangement creates a disadvantage linked to the disability.
Purpose of Reasonable Adjustments
The purpose of the duty is to ensure disabled people are not excluded from work or disadvantaged by standard workplace arrangements. It requires employers to take positive steps to remove barriers rather than treating all employees identically.
The aim is equal access to employment opportunities, performance expectations, and workplace participation.
Types of Reasonable Adjustments
Reasonable adjustments vary depending on the individual circumstances. Common examples include:
Changes to working arrangements
- flexible working hours
- phased return to work after sickness
- altered shift patterns
- remote or hybrid working arrangements
Workplace or role modifications
- reallocating certain duties
- modifying performance targets or workload expectations
- adjusting disciplinary or attendance procedures
Physical adjustments
- installing ramps or lifts
- moving a workstation to improve accessibility
- changing lighting or workspace layout
Equipment and support
- specialist keyboards or software
- screen magnification or voice-to-text tools
- provision of interpreters or support workers
Recruitment adjustments
- modified interview formats
- additional time for tests
- alternative assessment methods
When Employers Must Make Adjustments
The duty is not optional once triggered. Employers are required to consider adjustments when:
- they know or should reasonably know a person is disabled
- the person requests adjustments
- evidence shows difficulty performing aspects of work due to disability
- absence or performance issues are linked to a disability
Failure to properly consider or implement adjustments can itself constitute disability discrimination.
What “Reasonable” Means in Practice
The Equality Act does not provide a fixed list of required adjustments. Whether an adjustment is “reasonable” depends on the facts of each case.
Factors commonly considered include:
- effectiveness of the adjustment in removing disadvantage
- cost of implementation
- size and resources of the employer
- practicability of making the change
- potential disruption to business operations
- availability of external funding (for example, government support schemes)
An adjustment does not need to eliminate all disadvantage; it must be reasonable in the circumstances.
Employer Duties and Legal Consequences
Employers must take active steps to identify and implement reasonable adjustments. They cannot rely solely on general workplace policies if those policies still disadvantage a disabled employee.
If an employer fails to comply with the duty:
- it may amount to unlawful disability discrimination
- a claim can be brought in an employment tribunal
- compensation may be awarded without an upper limit in some cases
- tribunals may also order changes in working arrangements
Employment tribunals assess whether the employer acted reasonably at the time, not with hindsight.
Reasonable Adjustments in Employment Tribunals
In employment tribunal claims, reasonable adjustments are frequently central to:
- disability discrimination claims
- unfair dismissal cases linked to disability
- claims involving performance or attendance management
Tribunals examine:
- whether the employer knew or should have known about the disability
- whether a disadvantage existed
- whether reasonable steps were available and not taken
- whether any refusal was justified based on cost, practicality, or impact
Failure to consider adjustments properly is often treated as a serious breach of statutory duty.
Practical Process for Employees and Employers
For employees or applicants:
- identify barriers caused by workplace arrangements
- explain how the disability affects work performance or participation
- request specific adjustments where possible
- provide supporting medical or occupational health evidence if available
For employers:
- assess disadvantage caused by workplace arrangements
- consider possible adjustments individually
- seek occupational health input where appropriate
- implement adjustments where reasonable
- review adjustments over time if circumstances change
Common Misunderstandings
“Equal treatment is enough”
Equal treatment does not meet the legal standard if it still disadvantages a disabled person.
“Adjustments must be expensive”
Cost is relevant but not decisive. Many adjustments involve little or no cost.
“One adjustment is enough”
Employers may need to consider multiple or revised adjustments if initial steps are insufficient.
“Policies override adjustments”
General policies cannot justify failure to make disability-related adjustments where required.
Final Thoughts
A reasonable adjustment in disability law is any step an employer or duty-holder must take to remove or reduce a substantial disadvantage faced by a disabled person. The duty arises under the Equality Act 2010 and is a fundamental protection in UK employment law.
The test is not whether an adjustment is convenient, but whether it is reasonable in all the circumstances, taking into account effectiveness, cost, practicality, and the employer's resources. Failure to comply can lead to employment tribunal claims for disability discrimination.
Understanding this duty is essential for both employers managing workplace policies and individuals seeking fair access to employment opportunities.
