Workplace Adjustments • A guide for UK Employers

An brief introduction to workplace adjustments (reasonable adjustments) for line managers.

Over the next few weeks we'll take a brief look at reasonable adjustments within the workplace. We'll cover the law, disability, Access To Work grants and the costs (or lack of) related to implementing workplace adjustments for your employees.

No previous HR knowledge is required and this series is best read by Line Managers and as a refresher for HR professionals.

We're going to cover:

  1. Legal
  2. What is considered a disability?
  3. What's reasonable, when considering adjustments?
  4. What can I ask, concerning disability, during the recruitment process?
  5. Reasonable adjustments throughout the employment lifecycle
  6. Supporting disclosures
  7. Training staff
  8. Policy and procedures
  9. Cost of reasonable adjustments
  10. Government Access to Work grants
  11. Post Brexit
  12. Action Points & Further reading


The Equality Act 2010 set out to make the equality laws clearer. For employers, and other parties, it strives to make it easier to understand duty in relation to law. It merges 116 pieces of legislation – 9 main equality laws and 107 other laws – into one act.

Equality means everyone having the same chances to do what they can. Some people may need extra help to get the same chances.

Within the workplace, where someone meets the definition of a disabled person, according to the Equality Act 2010, employers have a duty to make reasonable adjustments to any elements of the job which place this person at a substantial disadvantage compared to non-disabled people.

This guide will explore the definition of a disabled person according to the act, what is considered a reasonable adjustment and provide guidance on managing the reasonable adjustment process.

The process of considering reasonable adjustments is an opportunity to demonstrate a strong, supportive, organisational culture. It leads to better outcomes for the employee and employer, empowering individuals to contribute their best work.

Many impairments and health conditions are not visible and people’s circumstances change over time, so this process may need to be followed at any time throughout the employment lifecycle.

Note: No matter how similar an individual’s impairment may appear to someone else’s, every individual’s circumstances vary, so it is important to work with them to understand their specific reasonable adjustment needs and your legal obligation.