Reasonable Adjustments: Guide
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Physical and Non-Visible Disability
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Contents
- What are reasonable adjustments?
- What does ‘reasonable’ mean?
- Why reasonable adjustments are good for business
- Simple things you can do now – small adjustments make a big difference
- Further adjustments to consider during the employee lifecycle
- What are the consequences of doing nothing?
Where you can get more information, advice and support
What are reasonable adjustments?
ACAS defines reasonable adjustments as changes an employer makes to remove or reduce a disadvantage related to someone’s disability. These adjustments are always personal to the individual and can include:
- Changes to the workplace
- Flexible working arrangements
- Alternative ways of doing tasks
- Providing equipment, services, or support
Under the Equality Act 2010, employers must adjust for employees, contractors, and job applicants when:
- They know (or should reasonably know) someone is disabled
- A disabled person requests adjustment
- Disability makes part of a job difficult
- Disability is linked to absence, sickness, or delayed return to work
It is important to be aware that someone may need adjustment, and their condition is not protected under the 2010 equality act as a disability you should still make the adjustments needed.
The three types of adjustments (EHRC):
- Changing the way things are done – e.g. a car park space given to a mobility-impaired employee despite policy.
- Changing physical features – e.g. markings on glass doors for a visually impaired worker.
- Providing equipment or support – e.g. specialist software for an employee with a visual impairment.
What does ‘reasonable’ mean?
Reasonableness depends on:
- How effective the adjustment is
- Practicality
- Cost
- Organisation size/resources
- Financial support available
Most adjustments are low cost. The current average is around £75 per person, though this will vary depending on individual needs and circumstances. Many adjustments are one-off and often cost-neutral.
Employers must also ensure:
- Adjustments cover anything linked to disability (e.g. assistance dogs, information formats)
- Other staff cooperate with adjustments (e.g. providing materials in accessible formats)
Failure to do this can make the employer liable for discrimination.
Why reasonable adjustments are good for business
Adjustments benefit both staff and organisations:
- Employees can thrive and be more productive
- Reduced absence and lower litigation risk
- Stronger reputation and customer service
- Happier, healthier workforce.
Simple things you can do now
- Accessible technology and ergonomic equipment
- Clear signage and fire exit procedures
- Flexible or hybrid working arrangements
- Quiet/wellbeing spaces
- Portable hearing loops, adjustable lighting, accessible parking
- Materials in multiple formats
Adjustments across the employee lifecycle
Attraction & Recruitment
- Inclusive job descriptions
- Accessible applications (e.g. video options)
- Accessible interview locations
- Proactive adjustment policy for assessment centres
- Bias training for interview panels
Onboarding
- Ask about adjustments early and have them ready for day one
- Be clear on what is shared with the wider team
- Contact Access to Work for funding if needed
- Prep Inclusive and supportive packages for first days.
Retention & Development
- Train managers in wellbeing and bias awareness
- Regularly review adjustments
- Offer flexible working, phased returns, and alternative roles if needed
- Provide interpreters or specialist support
- Review Adjustments to make sure they are working, or improvements need to be made
What are the consequences of doing nothing?
- Informal complaints or grievances
- Discrimination claims under the Equality Act 2010
- Unlimited compensation awards from employment tribunals
- Unhappy and unhealthy workforce.
- Lack of Productivity
- High turn over and poor reputation.
Check out further resources on Reasonable Adjustments here
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