What counts as a reasonable adjustment at work?

The duty under the Equality Act 2010 is proactive. Once a provision, criterion, practice or physical feature puts a disabled employee at a substantial disadvantage, the employer must take reasonable steps to remove it — and the cost of doing so falls on the employer, never on you.

What adjustments look like

There is no fixed list, because the adjustment must answer the specific disadvantage. Common examples include changes to working hours or shift patterns, home or hybrid working, specialist equipment or software, physical alterations to the workplace, changes to duties, additional supervision or support, phased returns after illness, and adjusting absence trigger points so disability-related sickness does not automatically lead to warnings.

What is "reasonable" is judged objectively against cost, practicality, disruption, how effective the adjustment would be, and the size and resources of the organisation. Cost is a factor, not a trump card: a large employer refusing a modest adjustment on grounds of expense is unlikely to persuade a tribunal.

Triggering the duty — and enforcing it

An employer only has to act if it knows, or could reasonably be expected to know, that you are disabled. You do not have to disclose a diagnosis, but you must give enough information about the condition and the disadvantage for the duty to bite. Put the request in writing, say what difficulty you face and what would help, and expect an occupational health referral.

• Access to Work can fund equipment, support workers and travel costs. You apply yourself through GOV.UK without needing your employer’s permission, and external funding widens what counts as reasonable for the employer to do.
• If you are put on a performance improvement plan and your disability is contributing to the difficulty, say so with medical evidence at the outset. Running a PIP without considering adjustments is likely to be discrimination in itself.
• Being disciplined for disability-related absence, without first considering whether adjustments could reduce it, is similarly vulnerable to challenge.

If adjustments are refused, raise a written grievance setting out the disadvantage, the adjustment sought, the evidence and the employer’s response. Failure to make reasonable adjustments is a form of disability discrimination with no qualifying period of service, and awards are uncapped — but the tribunal clock still runs at three months less one day, so contact Acas early.