Reasonable Adjustments in the Workplace UK: What You're Entitled to and How to Ask

If you have a disability, long-term health condition, or mental health difficulty, you have legal rights that many UK workers simply don't know about. Reasonable adjustments aren't a favour your employer does you — they're a legal obligation under the Equality Act 2010. Whether you're already in a role and struggling, or you're job hunting and wondering how to raise this with a prospective employer, understanding your entitlements could genuinely change your working life. This guide breaks down exactly what reasonable adjustments are, what you can ask for, and how to have that conversation with confidence.

What Are Reasonable Adjustments Under UK Law?

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees and job applicants who are disabled. In UK law, disability is defined broadly — it covers any physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. This includes conditions like dyslexia, depression, anxiety, autism, ADHD, chronic pain, and many others, even if you don't consider yourself 'disabled' in the traditional sense. The duty to make adjustments applies at every stage: job adverts, application processes, interviews, and ongoing employment. The key word is 'reasonable' — adjustments must be practical and proportionate, taking into account the size of the employer and the cost involved. Larger organisations are generally expected to do more than small businesses. Importantly, this duty is anticipatory — employers should proactively think about adjustments, not simply wait to be asked.

Examples of Common Reasonable Adjustments

Reasonable adjustments can take many forms, and there's no definitive list — what's reasonable depends on your specific circumstances. Common examples include: flexible working hours to accommodate medical appointments or fatigue; remote or hybrid working arrangements; providing specialist equipment such as ergonomic chairs, standing desks, or screen readers; allowing extra time during assessments or interviews; offering a phased return to work after illness; assigning a dedicated mentor or buddy; adjusting performance targets temporarily during a flare-up; and providing written instructions rather than verbal ones for employees with memory or processing difficulties. For job applicants, reasonable adjustments might include receiving application forms in an alternative format, having an interpreter present, or being given interview questions in advance. The key principle is removing or reducing the disadvantage you face compared to a non-disabled colleague. Don't assume an adjustment is too much to ask for — put it forward and let your employer assess it properly.

How to Request Reasonable Adjustments from Your Employer

Many people feel anxious about raising adjustments, fearing it will reflect negatively on them. In reality, making a clear, structured request is your strongest move. Start by putting your request in writing — email is ideal as it creates a record. Be specific about how your condition affects your work and what adjustment would help. You don't need to share a full medical history, but providing a GP letter or occupational health report strengthens your case considerably. Most employers will refer you to occupational health if your request is complex, and you should engage with that process openly. If your employer refuses without good reason, ask them to explain their decision in writing. Keep records of all correspondence. If discussions break down, you can raise a formal grievance, contact ACAS for free impartial advice, or ultimately bring a claim to an employment tribunal. You have 3 months minus one day from the date of the act to bring a discrimination claim, so don't delay if things go wrong.

Disclosing a Disability During the Job Application Process

Deciding whether to disclose a disability when job hunting is a genuinely personal decision, and there's no single right answer. Legally, employers cannot ask about your health or disability before making a job offer, with a few limited exceptions. However, you can choose to voluntarily disclose during the application stage if you need adjustments for an interview — and doing so often works in your favour by demonstrating self-awareness and clear communication. When preparing your CV and application, focus on your skills and achievements first and foremost. Your disability should never define your application — your capabilities should. If your CV isn't doing justice to your strengths, tools like StackedCV.com can help you reframe your experience in the most compelling way possible, ensuring you get to the interview stage where you can discuss any adjustments in person. Once a conditional offer is made, employers can ask health-related questions, but only to assess what adjustments might be needed.

What to Do If Your Employer Refuses Your Adjustment Request

If your employer refuses a reasonable adjustment request, they must have an objective justification. 'It's too expensive' or 'we've never done it before' are rarely sufficient reasons, especially for larger organisations. Start by asking for the refusal in writing and request a detailed explanation. You can ask for an internal review or escalate to HR. It's also worth requesting an occupational health referral if one hasn't been arranged — an independent assessment can carry significant weight. ACAS offers a free early conciliation service, which is a required step before taking a case to an employment tribunal. Citizens Advice and disability charities such as Scope or Mind can also provide guidance tailored to your condition. Document everything throughout this process: dates, names, what was said, and what was agreed. This evidence will be essential if you need to escalate further. Remember, victimisation — being treated badly for raising a discrimination complaint — is itself unlawful under the Equality Act 2010.

Access to Work: Government Funding to Support You

Many UK workers are unaware of the Access to Work scheme, a government grant that can fund adjustments your employer cannot reasonably cover alone. Available through Jobcentre Plus, Access to Work can fund specialist equipment, support workers, travel to work costs, and communication support such as British Sign Language interpreters. Crucially, Access to Work applies to both employed and self-employed people, and you can apply whether you're starting a new job or already in work. The grant doesn't have to be repaid and won't affect your other benefits. Applications are made directly to the Access to Work team, and your employer doesn't need to be involved in the initial stages. Funding levels depend on your situation and the size of your employer. If you're job hunting right now, it's worth applying for Access to Work at the same time as your job search — approval can take several weeks, so getting ahead of the process means your support is in place from day one.

Knowing your rights around reasonable adjustments gives you real power — both in your current role and when you're looking for something new. The law is firmly on your side, and with the right approach, most employers will work with you constructively. If you're actively job hunting and want your CV to lead with your strongest self before any health conversations arise, StackedCV.com uses AI to help you craft a CV that genuinely reflects your skills and experience — giving you the best possible shot at landing that interview.