I’m a manager and I’ve made adjustments for my team when they’ve needed them. I think that’s pretty standard, no?

See all the questions from How to avoid a £4.7M mistake

That’s actually really good to hear but remember it’s not just about the adjustments you make for employees who ask for them, it’s about the adjustments your team may need to perform to their best, including the employees who have not shared an adjustment need. 

But, let’s revisit the adjustments you made. Are these formal or informal? Do you record the adjustments you’ve made, confirm these are correct and work as intended with your employee, review them regularly and ensure the records are visible to HR?

Formal adjustments are vastly better for everyone. For your employee, it allows them to feel confident that you are not just doing them a favour but rather that this adjustment is verified and approved by HR and will stay with them even if you leave or they switch teams. For you, HR and your organisation, it gives you an audit trail of the steps you took, and when, in order to ensure the right conversations were had at the right time and that workplace adjustments were in place if they were needed. That means you’ve got something to go back to if you ever need it.