What Are Reasonable Adjustments?
A reasonable adjustment is any change made to the workplace, working arrangements, or the tools and support provided to help someone perform their job effectively.
These changes can make a huge difference to an individual’s ability to thrive at work and ensure they have equal access to opportunities.
Some common examples include:
Installing ramps or widening doorways for wheelchair users
Adjusting working hours or allowing flexible working for those managing a health condition
Providing assistive technology or software, such as speech-to-text tools for dyslexia
Offering additional support, such as a work mentor or sign language interpreter
The Legal Obligation
Employers are legally required to make reasonable adjustments for disabled employees and job applicants. This duty applies at every stage of employment — from recruitment and interviews through to day-to-day work and training opportunities.
A person is considered disabled under the Act if they have a physical or mental impairment that has a substantial and long-term impact on their ability to carry out normal day-to-day activities.
Why It Matters
The purpose of these adjustments is simple: to create fair access to work. By removing barriers, employers help ensure that everyone regardless of disability or health condition has the same opportunity to succeed and progress.
Beyond compliance, reasonable adjustments promote a culture of empathy, inclusion and wellbeing, helping to retain valuable talent and boost overall engagement.
Types of Adjustments
Reasonable adjustments typically fall into three main categories:
Physical Adjustments
Changes to the work environment, such as ramps, ergonomic chairs, or accessible toilets.
Changes to Ways of Working
Modifying routines, policies or performance processes. Examples include flexible start times, phased returns to work, or alternative ways of managing workload.
Providing Auxiliary Aids and Services
Supplying specific equipment, tools, or human support — for example, specialist software, adapted keyboards, or interpreters.
Practical Examples
Here are some practical ways adjustments can be made:
Adapting recruitment processes so candidates with disabilities can fully participate
Allowing someone with social anxiety to have a fixed workspace rather than hot-desking
Installing an audio-visual fire alarm for deaf employees
Offering flexibility for a phased return to work after illness or injury
Providing access to training, social, and wellbeing facilities
Who’s Responsible?
Employers hold the legal responsibility to make reasonable adjustments. However, it’s a collaborative process.
Employees are encouraged to share their needs openly so that managers can identify and agree the right adjustments.
To support this, organisations can:
Ask candidates during recruitment if they require any adjustments
Outline their approach clearly within HR policies and wellbeing strategies
Discuss needs during one-to-one meetings or return-to-work interviews
Use external Occupational Health providers to advise on suitable solutions
Making Adjustments Work
The key is to treat every situation individually. Adjustments should be:
Tailored to the person’s specific needs
Practical and effective in reducing the disadvantage
Feasible and affordable for the organisation
Safe for everyone involved
When done well, reasonable adjustments don’t just help an employee they build a stronger, more inclusive culture for the whole business.
At My HR Hub, we believe inclusion isn’t about ticking boxes it’s about creating a workplace where everyone feels supported to perform at their best. If you’d like advice on implementing reasonable adjustments or reviewing your wellbeing policies, our HR experts are here to help.
