Legal obligations, good practice tips, and tools for inclusive workplaces.
Employers can make a real difference by providing reasonable adjustments, such as flexible working hours or the right equipment, to help employees thrive. These measures not only support individual wellbeing but also strengthen the business by improving productivity, reducing turnover, and fostering a positive, inclusive culture where everyone can succeed.
What are reasonable adjustments?
A reasonable adjustment is any change that removes or reduces a disadvantage caused by someone’s disability. In plain terms, it means letting someone work a bit differently so they are not held back by their condition. By law, employers must make adjustments so disabled staff or applicants are not unfairly disadvantaged (GOV.UK).
Legal obligations
As an employer, you must treat disabled staff and candidates fairly under the Equality Act 2010. Part of this duty is making reasonable adjustments whenever they’re needed. In practice, this means you must change policies, equipment or premises to avoid disadvantaging someone. For example, installing a ramp or allowing flexible hours can help avoid a disadvantage for a disabled person. ACAS warns that “failing to make reasonable adjustments” can be unlawful discrimination, and employees could bring a claim to an employment tribunal. In short, you are legally responsible for proactively removing barriers – not just treating everyone exactly the same.
You also can apply for Access to Work a government-funded scheme designed to help disabled people begin or remain in employment. It offers practical and financial assistance for individuals with a disability in employment to help their employers provide the support or adaptation required as reasonable adjustments.
Examples of reasonable adjustments
Some common examples of reasonable adjustments include:
- Work environment: Set up a quiet workspace or use noise-cancelling headphones to minimise distractions. Change lighting or reduce background noise if needed.
- Equipment and technology: Provide assistive tools like a special keyboard, screen-reading software, ergonomic chairs, or voice-activated software.
- Work arrangements: Allow flexible hours, part-time or remote work, and give a fixed desk instead of hot-desking. For example, phased return after illness or a shifted schedule can help.
- Support and communication: Supply written or visual guides, easy-read instructions or flowcharts, and assign a mentor or ‘buddy’ to help with tasks. Break down tasks into clear steps (mind maps or checklists) and schedule regular breaks if needed.
How your business can benefit from being disability confident?
Tools & guides for employers
Free resources can help you design better workplaces:
- Guidance documents: ACAS and the Equality and Human Rights Commission publish practical guides on managing disability and making adjustments.
- Reasonable adjustment confirmation letter template
- Checklists: Download a workplace accessibility checklist to audit your premises and policies.
- Training: Brief training materials for staff on disability awareness and inclusion.
If you need help with any other resources or templates, please contact Suffolk Law Centre.
How Suffolk Law Centre can support you:
Suffolk Law Centre can advise employers on compliance and best practice. We offer:
- Policy review: Check your disability & adjustments policy and suggest improvements.
- Training sessions: We can provide training on the Disability Rights and Reasonable Adjustments.
- Legal advice: We provide specialist legal advice on Disability in the workplace and implementing Reasonable Adjustments.
Our goal is to help you create an inclusive workplace culture.
Contact us for a confidential discussion; we can help you meet your obligations and keep valued staff.
Our team
Richard qualified as a solicitor in 2002. He now specialises in Discrimination Law and is a Senior Solicitor at Suffolk Law Centre
Julie is a Discrimination Law Caseworker who has worked on the Discrimination Team for 7 years. She has a master’s degree in human rights law and specialises in bringing actions against public authorities.
How to get in touch?
Email us at [email protected], addressing your message to the Discrimination Team.
Please telephone our reception service on 01473 526711.
You will be instructed to leave a message, and we will call you back as soon as possible.
