This guide is maintained as a current resource for July 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.
Explore how reasonable adjustments work in UK tribunal claims under the Equality Act 2010, including when they apply, how tribunals assess them, evidential and time limits, and practical guidance for employees and employers in disability discrimination cases.
Reasonable adjustments play a pivotal role in UK employment law when disabled employees face disadvantages connected to their disability. The Equality Act 2010 imposes a duty on employers to make reasonable adjustments where a disabled person is placed at a substantial disadvantage compared with non‑disabled colleagues. Failure to meet this duty can form the basis of a disability discrimination claim to an employment tribunal. This article explains what reasonable adjustments are, when they arise in tribunal claims, how tribunals assess them, time limits, evidence considerations, and practical steps for employees and employers.
What Is a Reasonable Adjustment?
A reasonable adjustment is a change an employer makes to remove or reduce a workplace barrier that places a disabled person at a substantial disadvantage relative to non‑disabled people. This duty exists under section 20 of the Equality Act 2010 and applies to employers of all sizes. The duty can arise when an employer:
- Knows or should reasonably know that an employee is disabled;
- Applies a practice, criterion or provision that disadvantages a disabled employee;
- Has a physical feature at the workplace that creates obstacles; or
- Fails to provide an auxiliary aid or service that would reduce disadvantage.
Examples of reasonable adjustments may include providing specialist equipment, adapting working hours, changing performance targets, modifying duties, or offering flexible working arrangements.
How Reasonable Adjustments Arise in Tribunal Claims
Reasonable adjustments are most commonly an issue in claims for disability discrimination at employment tribunals. A tribunal will examine:
- Whether the claimant has a disability under the Equality Act definition (a physical or mental impairment with a substantial and long‑term effect on day‑to‑day activities);
- Whether the employer knew or ought reasonably to have known about the disability;
- Whether the employee was placed at a substantial disadvantage compared to non‑disabled persons; and
- Whether reasonable adjustments were made or should have been made to prevent that disadvantage.
If an employer fails to make reasonable adjustments when required, this constitutes unlawful discrimination and can lead to an award of compensation by the tribunal.
Tribunals will look at workplace practices, policies, physical features and provision of auxiliary aids. For example, not providing assistive software for a visually impaired employee or not altering shift patterns for someone with chronic pain can give rise to a claim.
The Legal Test for Reasonableness
There is no fixed checklist for what is “reasonable”. Tribunals assess reasonableness objectively based on all circumstances. Key factors include:
- Whether the adjustment would remove or reduce the disadvantage;
- Whether it is practical and can be implemented without undue disruption;
- The cost and resources required to make it; and
- Whether it would affect the health and safety of others.
The Equality and Human Rights Commission (EHRC) Code of Practice offers guidance, but the ultimate decision rests with the tribunal if a claim is made.
An employer's defence that they did not know, or could not reasonably be expected to know, of the disability may apply if there was no indication of a disability and the employer had no reason to suspect one.
Burden of Proof in Tribunal Claims
In a reasonable adjustments claim, the burden of proof operates as follows:
- The claimant must identify at least one potentially reasonable adjustment by the time of the tribunal hearing.
- Once the claimant does this, the onus shifts to the employer to demonstrate that it was not reasonable to have made that adjustment.
This means tribunals expect evidence on what adjustment was proposed and why it would reduce a substantial disadvantage. Employers who reject adjustments without clear, documented reasoning risk an adverse tribunal finding.
Time Limits and Claim Types
Disability discrimination claims, including claims for failure to make reasonable adjustments, must generally be brought to a tribunal within three months less one day from the date of the discriminatory act or when the duty to adjust was breached. Early Conciliation with Acas must usually be attempted before issuing a claim.
A failure to make reasonable adjustments claim can be brought alongside other discrimination claims, such as direct discrimination, discrimination arising from disability, and victimisation, depending on the facts.
Evidence and Documentation
For tribunals to assess reasonable adjustments effectively, evidence is crucial:
- Copies of written requests for adjustments and employer responses;
- Medical or occupational health reports establishing disability;
- Internal communications discussing adjustments;
- Records of policies or practices that caused the disadvantage.
Claimants benefit from identifying the specific provision, criterion or practice (PCP) that placed them at a disadvantage and proposing specific adjustments that could have mitigated it.
Practical Steps for Employees
If you believe your employer has failed to make reasonable adjustments:
- Raise the issue in writing with supporting evidence of your disability and proposed adjustments.
- Use internal grievance procedures if adjustments are refused or delayed.
- Seek advice from a trade union representative, Citizens Advice, or a solicitor experienced in employment and discrimination law.
- Consider Acas Early Conciliation before submitting a tribunal claim.
Working collaboratively with your employer early on can often lead to adjustments being agreed without tribunal proceedings.
Practical Considerations for Employers
Employers should:
- Develop and maintain clear policies on reasonable adjustments;
- Train managers to recognise and respond appropriately to adjustment requests;
- Document all adjustment discussions and decisions carefully;
- Seek occupational health input where appropriate.
Proactive and well‑documented processes reduce tribunal risk and foster an inclusive workplace.
Common Misconceptions
“Reasonable adjustments only apply to physical disabilities.”
No. They apply to both physical and mental health conditions if they meet the statutory definition of disability.
“I must suggest the adjustment I want for it to be reasonable.”
Claimants do not have to have proposed a specific adjustment initially, but they must identify a plausible adjustment by the time of the tribunal hearing to shift the burden of proof.
“The employer can refuse adjustments because they are inconvenient.”
Inconvenience is only relevant if it forms part of the broader assessment of reasonableness, including cost and practicability, not mere inconvenience alone.
Key Takeaways
Reasonable adjustments are a core component of the Equality Act 2010's protection against disability discrimination. In tribunal claims:
- The duty arises where a disabled person is placed at a substantial disadvantage due to employer practices, premises or lack of auxiliary support;
- Tribunals assess whether adjustments were required and whether it was reasonable to make them;
- Employers must act where they know or should reasonably know of the disability and disadvantage;
- Adequate documentation, early engagement and clear evidence strengthen claims or defences.
Understanding reasonable adjustments helps both employees asserting their rights and employers fulfilling their legal duties, reducing the risk of tribunal claims and promoting workplace inclusion.
