Reasonable adjustments at work
How to identify a workplace barrier, request an effective adjustment and keep the conversation focused on doing the job safely.
Last reviewed: 6 July 2026 · UK guidance
In brief
A reasonable adjustment changes a workplace arrangement that puts a disabled worker at a substantial disadvantage. It may involve hours, location, communication, equipment, supervision, recruitment or absence processes. The employer must consider the individual request; a diagnosis does not create an automatic standard package.
Describe the barrier, its effect on work and the proposed solution. You can ask before starting, after a change or when a difficulty appears. Access to Work may fund some support, but it does not replace the employer’s legal duties.
Start with the work barrier
Identify the task, environment or policy causing difficulty: open-plan noise, unpredictable priorities, inaccessible software, travel, rigid start times or telephone-only communication. Explain what happens and how it affects performance, attendance or safety.
Offer adjustments linked to the barrier
Possible changes include written priorities, quieter space, predictable check-ins, flexible or phased hours, assistive software, an altered recruitment process or time for treatment. Ask for a trial and review date where effectiveness is uncertain.
Share proportionate information
You do not necessarily need to provide a full medical history. Occupational-health or clinician evidence can confirm functional impact and possible adjustments. Ask who will see the information and how it will be stored.
Keep a written adjustment record
Record what was requested, agreed, refused or trialled, who owns each action and when it will be reviewed. A workplace-adjustment passport can prevent the same explanation after a manager or role change.
Challenge delay or refusal
Ask what factors were considered, whether alternatives were explored and why the change is said to be impracticable. Use the grievance process, union, Acas or legal advice within relevant time limits if discrimination remains unresolved.
Request a workplace adjustment
Send to the manager or HR contact.
Because of [disability or health condition], the current [task, environment or policy] causes [specific disadvantage]. I am requesting [adjustment], which would help me perform [work outcome]. I am happy to discuss a trial until [date] and proportionate occupational-health evidence. Please confirm the decision, alternatives considered and review point in writing.
A practical checklist
- Describe the barrier rather than only the diagnosis.
- Link each requested adjustment to a work outcome.
- Record trials and review dates.
- Use formal advice promptly if discrimination may be involved.
Check the current information
These are the most relevant official or specialist places to confirm live rules, availability and application details.
acas.org.uk
Open official informationgov.uk
Open official informationequalityhumanrights.com
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