Reasonable adjustments at work: your rights

Under the Equality Act 2010, employers must make reasonable adjustments where a disabled worker or job applicant faces a substantial disadvantage compared with non-disabled people.

“Reasonable” depends on effectiveness, practicality, cost, and the size and resources of the employer. Adjustments are a legal duty in many cases — not a favour.

You do not need a formal diagnosis to ask for adjustments, but you do need to explain the barrier and disadvantage at work.

• You have the right to equal treatment at work.
• Adjustments can change policies, practices, physical environments, or provide auxiliary aids.
• Your employer cannot ignore a barrier simply because it is inconvenient to fix.
• Access to Work may fund extra support, but it does not remove the employer's adjustment duty.

If open-plan noise makes concentration impossible for more than 20 minutes, that may be a substantial disadvantage when your role requires sustained focus. A reasonable adjustment might include a quieter workspace, hybrid days, or agreed focus blocks.

Think about the barriers you face and what could make work more accessible. Strong requests link a specific barrier to a practical change that would reduce disadvantage.

Review physical environment, work patterns, communication, sensory load, and policy barriers before you write to your employer.

• A barrier might affect one task or your whole working day.
• Adjustments should be connected to how you actually work.
• You do not need the perfect solution — describe the problem clearly first.
• Several small changes may work better than one large request.

“The barrier is that I cannot use a standard workstation for more than 30 minutes without pain and fatigue affecting concentration. A height-adjustable desk, regular breaks, and two hybrid days would reduce the disadvantage.”

Before contacting your employer, draft a clear request. The strongest requests explain the barrier, the impact, the adjustment you are asking for, and why it is reasonable.

You do not need to share full medical records. Focus on functional impact at work.

• One clear email is better than a long unstructured complaint.
• Propose workable options — employers respond better when you suggest solutions.
• Evidence can help but is not always required to start the conversation.
• Occupational health or Access to Work may support the request later.

Subject: Request for reasonable adjustments Disadvantage: I cannot attend back-to-back meetings without significant fatigue affecting afternoon work. Adjustments requested: meeting-free focus blocks on two afternoons per week; agendas shared 24 hours in advance. Reason: These changes would allow me to complete core tasks reliably without missing deadlines.

Send your request to the right person — usually your line manager and HR. Ask for a meeting if needed, then follow up in writing with the same points so there is a record.

Ask for a named contact, timeline, and review date. Verbal promises are hard to rely on later.

• A meeting can help, but written confirmation matters.
• HR or occupational health may be involved — check what they record about your needs.
• Your employer should respond within a reasonable time.
• Keep copies of emails, meeting notes, and agreed actions.

“Thank you for meeting today. To confirm, we agreed that HR will arrange an ergonomic assessment by [date], and my manager will approve hybrid working on Tuesdays and Thursdays from [date]. Please could you confirm this in writing?”

When adjustments are agreed, confirm them in writing and check they are actually implemented. Equipment orders, policy changes, and rota updates can stall if no one owns the next step.

Review after 4–6 weeks. Say what is working and what still blocks you.

• Agreement is not the same as implementation.
• Check who orders equipment and whether costs are approved.
• Access to Work may be relevant for some extra costs.
• A short review meeting can prevent problems building up.

“The hybrid working days are helping with fatigue, but I still cannot use the shared desk area for more than an hour because of noise. Please could we review a quieter workspace or additional focus blocks?”

If your employer delays, refuses, or ignores your request, ask for written reasons. Keep a diary of ongoing impact at work and consider formal routes if internal discussion fails.

Strict time limits apply to employment tribunal claims — contact ACAS early conciliation if you need to explore this route.

• A refusal should explain why an adjustment is considered unreasonable.
• Another adjustment may still achieve the same outcome.
• Grievance procedures may be the next internal step.
• Welfare rights or employment advice can help you understand options.

“I am writing to follow up on my reasonable adjustments request dated [date]. Please confirm whether the adjustment is agreed, under review, or refused, who is responsible for next steps, and the expected completion date.”