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Reasonable adjustments at work

Employers have a legal duty to make reasonable adjustments so disabled workers are not put at a disadvantage. What counts as reasonable depends on the employer's size and resources.

Guidance, not legal advice. This page summarises official UK sources listed below. What applies to you depends on your circumstances and nation.

Last reviewed
1 August 2026
Next review due
1 February 2027

The legal duty

Under the Equality Act 2010 (Great Britain) and the Disability Discrimination Act 1995 (Northern Ireland), employers must make reasonable adjustments once they know, or could reasonably be expected to know, that you are disabled.

The duty applies to recruitment, during employment and to dismissal. Failing to make a reasonable adjustment can itself be unlawful discrimination.

Examples of adjustments

  • Changing working hours or allowing flexible or hybrid working
  • Providing assistive technology, an adapted workstation or specialist software
  • Adjusting how work is allocated or supervised
  • Allowing time off for medical appointments
  • Changing the recruitment process, such as extra time for tests or written questions in advance

If an adjustment is refused

Ask for the decision and the reasons in writing. Acas offers free, impartial advice, and its early conciliation service is a required step before most employment tribunal claims.

Checklist

  • Describe the barrier you face, not just a diagnosis
  • Suggest one or more adjustments that might help
  • Put the request in writing and keep a copy
  • Ask for a response by a reasonable date

Where to get help