What Is Reasonable Adjustment for Disabled Employees?

Reasonable adjustment is a legal duty in UK employment law requiring employers to take practical steps to reduce or remove disadvantages faced by disabled employees in the workplace. The obligation is set out in the Equality Act 2010 and applies where a disabled person is placed at a substantial disadvantage compared with non-disabled colleagues.

The purpose of the duty is to ensure disabled people can access employment, remain in work, and perform roles on an equal footing. Failure to comply can amount to disability discrimination and lead to Employment Tribunal claims.

Legal Framework for Reasonable Adjustments

The duty to make reasonable adjustments is contained in sections 20 and 21 of the Equality Act 2010. It applies where an employer knows, or ought reasonably to know, that an employee is disabled and is placed at a disadvantage because of:

• A workplace rule, policy, or practice
• A physical feature of the workplace
• The absence of an auxiliary aid or support

The obligation is proactive. Employers are required to consider adjustments even if none have been formally requested.

The law does not provide an exhaustive list of adjustments or define “reasonable” with precision. Instead, tribunals assess each case based on fairness, practicality, and proportionality.

What Counts as a Reasonable Adjustment?

A reasonable adjustment is any change an employer makes to remove or reduce workplace barriers linked to a disability. Guidance from the Advisory, Conciliation and Arbitration Service (ACAS) describes adjustments as changes to working arrangements, equipment, or processes that reduce disadvantage for disabled staff.

Common categories include:

Changes to working arrangements

• Flexible working hours
• Hybrid or remote working
• Phased return after sickness absence
• Modified shift patterns

Physical workplace changes

• Installation of ramps or lifts
• Adjusted lighting or seating arrangements
• Accessible toilets or facilities

Job and role adjustments

• Reallocation of certain duties
• Changes to performance targets
• Adjusted training methods or supervision

Equipment and support

• Specialist software or assistive technology
• Ergonomic chairs or keyboards
• Interpreters or support workers

These adjustments must be tailored to the individual rather than applied as a standard policy.

When Employers Must Make Adjustments

The duty arises where:

• The employer knows or should reasonably know the person is disabled
• The disabled person is at a substantial disadvantage compared with others
• The disadvantage is caused by a workplace practice, physical feature, or lack of support

This applies to:

• Employees
• Job applicants
• Workers and contractors engaged to perform work personally

The duty can apply at any stage of employment, including recruitment, onboarding, ongoing employment, and return-to-work processes.

The Legal Test: What Is “Reasonable”?

Whether an adjustment is reasonable depends on the circumstances of each case. Employment tribunals typically consider factors such as:

• Effectiveness of the adjustment in removing disadvantage
• Practicality of implementation
• Cost and financial resources of the employer
• Size and nature of the business
• Availability of external funding or support schemes
• Impact on other staff and operations

An adjustment does not need to remove all disadvantage. It only needs to reduce it to a reasonable extent.

Employer Duties and the Legal Threshold

Employers are not expected to provide every possible adjustment. However, they are expected to take reasonable steps where an employee is disadvantaged.

Failure to make reasonable adjustments is a standalone form of discrimination under the Equality Act 2010. This means a claim can arise even if no direct discriminatory intent exists.

The duty is ongoing. Employers must review adjustments over time, particularly where:

• A condition changes or fluctuates
• Job duties evolve
• The initial adjustment is not fully effective

Examples of Failure to Make Reasonable Adjustments

Common Employment Tribunal disputes involve:

• Refusal to provide assistive equipment
• Ignoring medical or occupational health recommendations
• Applying rigid attendance or performance policies without flexibility
• Failing to adjust working hours for treatment or fatigue
• Requiring tasks that are not possible without modification

Tribunals often focus on whether the employer engaged meaningfully with the issue rather than simply whether an adjustment was technically possible.

Reasonable Adjustments and Absence Management

Absence policies frequently interact with disability rights. Employers may be required to:

• Discount disability-related absences from disciplinary triggers
• Adjust sickness absence procedures
• Allow phased returns to work
• Modify performance expectations during recovery periods

Failure to adjust standard policies can lead to claims of disability discrimination.

Access to Work and External Support

Employers may receive support from government schemes such as Access to Work, which can fund equipment, support workers, or travel assistance in some cases. This can affect whether an adjustment is considered reasonable, particularly where cost is a concern.

Employment Tribunal Claims

Where reasonable adjustments are not made, an employee may bring a claim to an Employment Tribunal. Typical claims include:

• Failure to make reasonable adjustments
• Disability discrimination
• Constructive or unfair dismissal (where applicable)

Key procedural points include:

• Time limit: 3 months less one day from the act complained of
• Requirement for ACAS Early Conciliation before filing a claim
• No minimum service requirement for discrimination claims

Compensation may include financial loss and injury to feelings awards.

Common Misunderstandings

“Employers must agree to any request”

Incorrect. Adjustments must be reasonable, not automatic.

“The employer decides alone what is reasonable”

Incorrect. Tribunals can override employer judgment.

“Adjustments are permanent”

Not always. They may be temporary or reviewed over time.

“Only physical disabilities are covered”

Incorrect. Mental health conditions and neurodiversity can also qualify if they meet the legal definition.

Practical Meaning in the Workplace

Reasonable adjustment law requires employers to treat disabled employees individually and flexibly. The focus is on removing barriers rather than treating everyone identically. The duty is central to preventing disability discrimination in employment and ensuring equal access to work opportunities.

Key Takeaways

Reasonable adjustments for disabled employees are legal changes employers must make under the Equality Act 2010 to remove workplace disadvantages caused by disability. Adjustments may include changes to working hours, duties, equipment, or workplace policies. The obligation applies where a disabled person is placed at a substantial disadvantage, and what is “reasonable” depends on practicality, cost, and effectiveness. Failure to comply can lead to disability discrimination claims in an Employment Tribunal.