Reasonable adjustments are changes an employer must make to remove or reduce a disadvantage faced by a disabled employee or job applicant, under the Equality Act 2010.
Who the duty applies to
Employers have this legal duty whenever they know, or could reasonably be expected to know, that an employee or applicant is disabled. The duty applies to recruitment, the working environment, and how a job is done.
Examples of reasonable adjustments
- Changes to working hours or allowing remote/hybrid work
- Providing specialist equipment (e.g. an adapted chair or screen-reading software)
- Changing someone's duties or providing extra training/support
- Making physical changes to premises, such as ramps or accessible toilets
What "reasonable" means
What counts as reasonable depends on factors including cost, practicality and the size of the employer. An adjustment does not have to be perfect, only reasonable in the circumstances.
If you believe you have not been offered reasonable adjustments, Acas (acas.org.uk) and Citizens Advice can both offer free, confidential guidance on next steps.
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