{"id":44456,"date":"2025-10-27T11:15:41","date_gmt":"2025-10-27T11:15:41","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?post_type=resources&#038;p=44456"},"modified":"2025-10-28T06:01:52","modified_gmt":"2025-10-28T06:01:52","slug":"reasonable-adjustments","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/reasonable-adjustments\/","title":{"rendered":"Reasonable adjustments: What UK employers need to know"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" 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C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">Reasonable adjustments: What UK employers need to know<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-27T11:15:41+00:00\">27 Oct 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-11 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Reasonable adjustments: What UK employers need to know<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-27T11:15:41+00:00\">27 Oct 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\">\n<p class=\"has-paragraph-2-m-font-size\">Supporting employees to thrive at work means recognising that not everyone experiences the workplace in the same way. Some employees may face barriers because of a disability, long-term health conditions or neurodivergence. In these cases, UK employers have a legal duty to make what\u2019s known as <em>reasonable adjustments<\/em>, these are changes that help level the playing field and ensure staff are not put at a disadvantage.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Understanding reasonable adjustments isn\u2019t just about compliance with the <a href=\"https:\/\/www.legislation.gov.uk\/ukpga\/2010\/15\/contents\" target=\"_blank\" rel=\"noreferrer noopener\">Equality Act 2010<\/a>, it\u2019s about building a culture of inclusion and respect. By making the right changes, employers can unlock productivity, improve retention and create a workplace where everyone feels valued.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">We\u2019ll dive into what reasonable adjustments are, share practical examples and guide you through the process of putting them into practice.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What are reasonable adjustments?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let\u2019s start off with the basics, reasonable adjustments are changes an employer makes to remove or reduce barriers that could put an employee with a disability or long-term health condition at a disadvantage in the workplace.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Under the Equality Act 2010, employers in the UK have a legal duty to take reasonable steps to ensure that disabled employees and job applicants throughout the <a href=\"http:\/\/employmenthero.com\/uk\/blog\/guide-to-hiring-employees\/\">hiring process<\/a> are not treated less favourably than others. A disability, in this context, is defined as a physical or mental impairment that has a substantial and long-term negative effect on someone\u2019s ability to carry out normal day-to-day activities.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Core employer obligations<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers must:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Identify barriers<\/strong>: Consider how workplace practices, policies or environments may disadvantage disabled employees.<\/li>\n\n\n\n<li><strong>Consult with the employee<\/strong>: Discuss what adjustments would be most effective and practical.<\/li>\n\n\n\n<li><strong>Take reasonable action<\/strong>: Implement adjustments promptly, as long as they are proportionate and practical for the business.<\/li>\n\n\n\n<li><strong>Review regularly<\/strong>: Ensure that adjustments remain effective and adapt them if the employee\u2019s needs change.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Examples of reasonable adjustments at work<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Reasonable adjustments can look different depending on the employee\u2019s needs and the nature of the role. The goal is to remove or reduce barriers so that individuals can perform their job effectively and on equal terms with colleagues. Below are some common examples across different areas of the workplace:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Physical environment<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Installing ramps, lifts or automatic doors to improve accessibility.<\/li>\n\n\n\n<li>Providing adjustable desks, ergonomic chairs or specialist seating.<\/li>\n\n\n\n<li>Improving lighting or reducing noise levels to support sensory needs.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Working patterns<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Offering flexible start and finish times.<\/li>\n\n\n\n<li>Allowing part-time hours or job-sharing arrangements.<\/li>\n\n\n\n<li>Providing options for remote or <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hybrid-working-policy\/\">hybrid working<\/a>.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Equipment and technology<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Supplying assistive technology, such as screen readers, voice-recognition software or adapted keyboards.<\/li>\n\n\n\n<li>Providing hearing loops or captioning tools for meetings.<\/li>\n\n\n\n<li>Ensuring digital platforms are accessible (e.g. compatible with accessibility tools).<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Policies and procedures<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Allowing additional breaks during the day.<\/li>\n\n\n\n<li>Adjusting performance targets to reflect health-related needs.<\/li>\n\n\n\n<li>Making absence management policies more flexible to account for medical appointments or treatment.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Do employees need a diagnosis to request adjustments?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A common misconception among employers is that staff must have a formal diagnosis before they can request reasonable adjustments. In reality, this is not the case.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Under the Equality Act 2010, what matters is whether the employee has a physical or mental impairment that has a substantial and long-term effect on their ability to carry out normal day-to-day activities, not whether they have an official medical label.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This approach recognises that many conditions &#8211; particularly mental health issues such as anxiety, depression, or neurodivergent traits &#8211; can have a significant effect on someone\u2019s working life even if they have not (or cannot) obtain a formal diagnosis. For example, waiting times for assessments can be lengthy, and some individuals may choose not to pursue medical confirmation for personal reasons. The law is designed to ensure that these individuals are not left without support simply because of those barriers.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers, this means that if there is credible information suggesting that an employee is experiencing difficulties linked to a potential impairment, the duty to consider and, where reasonable, implement adjustments still applies. Taking a proactive and supportive approach in these situations not only reduces legal risk but also fosters a more inclusive workplace where employees feel safe to discuss their needs early on &#8211; often leading to better performance, retention, and morale.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Evidence requirements<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While a diagnosis is not essential, employers may reasonably ask for supporting evidence to understand the employee\u2019s needs.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This might include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>A fit note or medical certificate from a GP.<\/li>\n\n\n\n<li>An occupational health report.<\/li>\n\n\n\n<li>A letter from a specialist or healthcare professional.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These services can help clarify how an employee\u2019s condition impacts their work and offer practical recommendations on the types of reasonable adjustments that may be most effective. While such assessments are not a prerequisite for providing support, they can be a valuable tool in ensuring adjustments are well-informed, proportionate, and tailored to the employee\u2019s specific needs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Legal considerations<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Proactive duty<\/strong>: Employers have a duty to consider adjustments if they know or could reasonably be expected to know that an employee has a disability, even if no diagnosis has been provided.<\/li>\n\n\n\n<li><strong>Confidentiality<\/strong>: Any medical information obtained should be handled sensitively and stored securely.<\/li>\n\n\n\n<li><strong>Early intervention<\/strong>: Implementing adjustments promptly, even while awaiting medical advice, can prevent disadvantages and demonstrate compliance with the <a href=\"https:\/\/employmenthero.com\/uk\/resources\/hr-and-employment-law-factsheet\/\">employment law<\/a>.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Reasonable adjustments for mental health conditions<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Mental health conditions, such as depression, anxiety, bipolar disorder or post-traumatic stress disorder, can have just as significant an impact on daily work as physical disabilities. Under the Equality Act 2010, these conditions may meet the definition of a disability if they are long-term and substantially affect day-to-day activities.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should be proactive in making adjustments that support mental wellbeing and reduce workplace stressors. These do not always require major changes; small, thoughtful steps can make a big difference.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Examples of reasonable adjustments for mental health<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Flexible hours<\/strong>: Allowing later start times, shorter working days or time off for therapy and medical appointments.<\/li>\n\n\n\n<li><strong>Quiet spaces<\/strong>: Providing access to calm, low-stimulation areas where employees can take breaks when needed.<\/li>\n\n\n\n<li><strong>Temporary workload changes<\/strong>: Adjusting deadlines, redistributing tasks or reducing responsibilities during periods of ill health.<\/li>\n\n\n\n<li><strong>Remote or hybrid working<\/strong>: Giving employees more control over their environment and reducing commuting stress.<\/li>\n\n\n\n<li><strong>Supportive management practices<\/strong>: Scheduling regular one-to-one check-ins, providing clear instructions and offering structured feedback.<\/li>\n\n\n\n<li><strong>Buddy or mentoring systems<\/strong>: Pairing employees with trusted colleagues for additional support.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Why it matters<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Taking mental health seriously in the context of reasonable adjustments not only helps meet legal obligations but also improves employee engagement, reduces absenteeism and creates a more open, supportive workplace culture.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Adjustments for neurodivergent employees<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/neurodiversity-toolkit-for-employers\/\">Neurodiversity in the workplace<\/a> is an umbrella term that includes conditions such as autism, ADHD, dyslexia and dyspraxia. Neurodivergent employees often bring unique strengths to the workplace, but they may also encounter barriers if working environments and practices are not designed with inclusivity in mind.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers have a duty under the Equality Act 2010 to make reasonable adjustments for neurodivergent staff where their condition meets the definition of a disability. However, even when not legally required, proactive adjustments can improve productivity, confidence and retention.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examples of reasonable adjustments for neurodivergent employees<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Software tools<\/strong>: Speech-to-text applications, grammar support tools or screen readers to help with reading and writing tasks.<\/li>\n\n\n\n<li><strong>Alternative communication formats<\/strong>: Supplementing verbal instructions with written notes, visual aids or checklists.<\/li>\n\n\n\n<li><strong>Clear structures and routines<\/strong>: Breaking down tasks into smaller steps or providing agendas in advance of meetings.<\/li>\n\n\n\n<li><strong>Mentoring or buddy systems<\/strong>: Pairing employees with a colleague who can provide informal guidance and support.<\/li>\n\n\n\n<li><strong>Interview and recruitment adjustments<\/strong>: Allowing extra time for tests, providing questions in advance or offering alternative assessment methods.<\/li>\n\n\n\n<li><strong>Workspace adaptations<\/strong>: Noise-cancelling headphones, quiet zones or permission to move around during the day.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Why adjustments matter<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When neurodivergent employees are supported, they can thrive and make valuable contributions through innovation, problem-solving and attention to detail. Making reasonable adjustments isn\u2019t just about compliance, it\u2019s about building a diverse workforce that benefits everyone.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Process for requesting and handling adjustments<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A consistent, transparent process helps employees feel supported while ensuring employers meet their legal duties under the Equality Act 2010. The process doesn\u2019t need to be complicated, but it should be structured so requests are handled fairly and efficiently.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 1: Employee request<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>The employee raises a need for adjustments, either formally (through HR or a request form) or informally (in conversation with their manager).<\/li>\n\n\n\n<li>Employers should encourage open dialogue and reassure staff that requests will be treated sensitively and without stigma.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2: Assessment<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>The employer discusses the request with the employee to understand specific challenges and potential solutions.<\/li>\n\n\n\n<li>Occupational health input or medical advice may be sought where necessary.<\/li>\n\n\n\n<li>The focus should be on collaboration, not interrogation\u2014the aim is to identify barriers, not prove eligibility.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3: Implementation<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Agreed adjustments are put in place as promptly as possible.<\/li>\n\n\n\n<li>These may involve changes to physical space, working hours, equipment or policies.<\/li>\n\n\n\n<li>Adjustments should be documented so that expectations are clear for both the employee and manager.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Step 4: Review<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Adjustments should not be \u201cset and forget.\u201d Regular reviews\u2014ideally every few months or after significant changes\u2014ensure they remain effective.<\/li>\n\n\n\n<li>Reviews provide an opportunity to adapt adjustments as the employee\u2019s role, health or working environment evolves.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Best practice tip<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should create a reasonable adjustments passport or similar document. This records agreed changes and travels with the employee if they change roles or managers, ensuring continuity and reducing the need for repeated conversations.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download the guide<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Compliance risks of failing to make adjustments<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Failing to make reasonable adjustments is not just poor practice\u2014it can amount to unlawful discrimination under the Equality Act 2010. The consequences can be serious, exposing employers to financial, legal and reputational risks.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Discrimination claims<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If an employee can show they were disadvantaged because adjustments were not made, they may bring a disability discrimination claim. Unlike unfair dismissal claims, there is no cap on compensation for discrimination, meaning awards can be significant.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employment Tribunal outcomes<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Tribunals take a strict view of employers who fail to comply with their duty to make adjustments. Outcomes may include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Orders to pay financial compensation.<\/li>\n\n\n\n<li>Mandatory changes to policies or workplace practices.<\/li>\n\n\n\n<li>Damage to employer\u2013employee relationships, even if the business ultimately wins the case.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Reputational damage<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Beyond legal costs, failing to act fairly and inclusively can harm an organisation\u2019s reputation. Risks include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Negative press coverage from high-profile tribunal cases.<\/li>\n\n\n\n<li>Loss of employee trust and engagement.<\/li>\n\n\n\n<li>Difficulty attracting and retaining diverse talent.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Why reviewing and recording adjustments is essential<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Making reasonable adjustments is not a one-off task. Employees\u2019 needs can change over time, as can workplace environments, job roles or technology. That\u2019s why recording and regularly reviewing adjustments is a critical part of good HR practice.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">The importance of documentation<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Clarity and accountability<\/strong>: Recording agreed adjustments ensures both the employee and manager understand what has been put in place.<\/li>\n\n\n\n<li><strong>Consistency<\/strong>: Documentation helps avoid misunderstandings, particularly if an employee changes roles or managers.<\/li>\n\n\n\n<li><strong>Evidence of compliance<\/strong>: In the event of a dispute or legal challenge, having clear records demonstrates that the employer has met their duty under the Equality Act 2010.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">How often should adjustments be reviewed?<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Regular reviews<\/strong>: At least once or twice a year or sooner if the employee requests it.<\/li>\n\n\n\n<li><strong>Trigger points<\/strong>: Reviews should also take place when there are changes in the employee\u2019s health, role responsibilities or workplace set-up (e.g. office move, new systems).<\/li>\n\n\n\n<li><strong>Collaborative check-ins<\/strong>: Reviews should be a two-way conversation, focusing on whether the adjustments remain effective and whether new support is needed.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">HR best practice<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Use a reasonable adjustments passport or central record that moves with the employee across roles.<\/li>\n\n\n\n<li>Ensure managers are trained to spot when adjustments may no longer be working.<\/li>\n\n\n\n<li>Treat reviews as part of an ongoing commitment to inclusion, not just a compliance exercise.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Regularly reviewing and recording adjustments shows employees that their employer is committed to long-term support, not just ticking a legal box. This builds trust, improves retention and fosters a truly inclusive culture.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to create a reasonable adjustments policy<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A well-written reasonable adjustments policy ensures consistency, transparency and fairness across your organisation. It also signals to employees and job applicants that your business takes inclusion seriously and cares about creating an environment where all employees can thrive.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What to include in the policy<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Purpose and scope<\/strong>: Explain why the policy exists, who it applies to and how it supports equality and inclusion.<\/li>\n\n\n\n<li><strong>Definitions<\/strong>: Provide clear definitions of \u201creasonable adjustments\u201d and \u201cdisability\u201d under the Equality Act 2010.<\/li>\n\n\n\n<li><strong>Request process<\/strong>: Outline how employees can request adjustments, who they should speak to and what information may be needed.<\/li>\n\n\n\n<li><strong>Assessment and implementation<\/strong>: Detail how requests will be considered, including the role of HR, managers and occupational health.<\/li>\n\n\n\n<li><strong>Review and documentation<\/strong>: Set expectations for recording adjustments and reviewing them regularly.<\/li>\n\n\n\n<li><strong>Confidentiality<\/strong>: Reassure employees that any health or medical information will be treated sensitively and stored securely.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">How to communicate the policy<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Onboarding and training<\/strong>: Introduce the policy during new starter inductions and manager training.<\/li>\n\n\n\n<li><strong>Accessibility<\/strong>: Ensure the policy is easy to find, written in plain language and available in accessible formats.<\/li>\n\n\n\n<li><strong>Regular reminders<\/strong>: Share updates through internal communications channels, such as newsletters or intranet posts.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Aligning with your wider D&amp;I strategy<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A reasonable adjustments policy should not sit in isolation. At <a href=\"https:\/\/employmenthero.com\/uk\/\">91±¬ΑΟ<\/a>, we believe it should form part of your wider diversity and inclusion (D&amp;I) strategy, reinforcing commitments to equality across recruitment, development and retention. This alignment creates a joined-up approach that benefits every employee, not only those with disabilities or health conditions.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">By embedding your policy into a broader D&amp;I framework, you show that reasonable adjustments are not an afterthought, but a key part of building an inclusive workplace culture. And with 91±¬ΑΟ\u2019s <a href=\"https:\/\/employmenthero.com\/uk\/services\/hr-advisory\/\">HR Advisory<\/a> services, you don\u2019t have to do it alone, our team can provide expert guidance, templates and tailored advice to help you create policies that meet compliance requirements while supporting your people to do their best work.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download the guide<\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"form\" class=\"wp-block-group form-v2-violet-box-shadow-pattern is-layout-flow wp-block-group-is-layout-flow\">\n\n<div class=\"wp-block-employmentherocom2025-marketo-form-v2 is-layout-flow wp-block-marketo-form-v2-is-layout-flow\">\n                                                            <section class=\"eh_marketo_form-title-section eh_marketo_form-title-section--small\" aria-labelledby=\"marketo-form-title\">\n        <div class=\"eh_marketo_form-title-container\">\n                                        <h2 id=\"marketo-form-title\" class=\"eh_marketo_form-title\">To download the template, we just need a few quick details.<\/h2>\n                    <\/div>\n            <\/section>\n                            <div class=\"eh_marketo_form-container_v2\" data-marketo-form=\"{&quot;is_multi_steps&quot;:false,&quot;form_data&quot;:[{&quot;base_url&quot;:&quot;\/\/hr.employmenthero.io&quot;,&quot;munchkin_id&quot;:&quot;387-SZZ-170&quot;,&quot;form_id&quot;:&quot;1737&quot;,&quot;css_classes&quot;:&quot;&quot;}],&quot;submit_text&quot;:&quot;Download 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style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--2\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52766 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51732 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employment Contracts UK: What Employers Are Legally Required to Include in 2026\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" >Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Employment contracts UK rules are changing under the Employment Rights Act. Find out what to include and update before 2026.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51681 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Switching Payroll Providers UK: A Step-by-Step Migration Guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" >Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Thinking about switching payroll providers? Learn when to switch, what to plan for, common migration mistakes, and what to look&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Understand your legal duty to provide reasonable adjustments for disabled staff. Explore examples, compliance risks, and best practice policies.<\/p>\n","protected":false},"featured_media":44458,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"9 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","wistia_video_id":"","video_type":"","file_video":"","download_content_type":"file","download_file":"44459","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"resource-type":[168],"topic":[110],"learn_topic":[],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-44456","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-people-and-culture"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44456","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":3,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44456\/revisions"}],"predecessor-version":[{"id":44486,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44456\/revisions\/44486"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/44458"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=44456"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=44456"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=44456"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=44456"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=44456"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=44456"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=44456"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=44456"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=44456"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=44456"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=44456"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=44456"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=44456"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=44456"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}