Reasonable Adjustments Explorer
Most employers want to support their employees - but don't know where to start. This tool cuts through the uncertainty.
Tell us how a condition impacts an employee in the workplace, and we'll surface the practical adjustments that could genuinely transform their experience - including ones you may never have considered.
The duty to make reasonable adjustments
Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments for employees with a disability or long-term condition. This applies when a provision, criterion, or practice puts an employee at a substantial disadvantage.
There may be times when an employee needs temporary reasonable adjustments, for example while taking short-term medication or recovering from an injury or accident.
Who is covered?
The duty applies to anyone with a physical or mental condition that has a substantial and long-term effect on their ability to carry out day-to-day activities. Many neurodivergent employees, those with chronic conditions, and those with mental health conditions will qualify.
What counts as reasonable?
Reasonableness depends on the size and resources of the employer, the effectiveness of the adjustment, and the disruption involved. A large employer will generally be expected to do more. Cost alone is rarely a sufficient reason to refuse.
When does the duty apply?
The duty is anticipatory - employers should not wait until a request is made. If you become aware that someone may be disabled, or if an employee raises concerns about their work, the duty to consider adjustments is likely already triggered.
How to use this tool
This tool is a starting point for conversation, not a legal checklist. The most effective adjustments are identified collaboratively with the employee. Use these suggestions to open a dialogue and explore what would genuinely help.
What is a provision, criterion, or practice?
A provision, criterion, or practice (PCP) is anything an employer does, requires, or applies that could put an employee with a disability or long term condition at a disadvantage. PCPs can be formal policies or informal ways of working - and they do not need to be intentional to trigger the duty.
Examples include: requiring all employees to work standard office hours; insisting on written communication as the default; holding all meetings in a specific physical location; expecting employees to manage their own workloads without structured support; or applying attendance targets without accounting for disability-related absence.
Impact in the workplace
Select the ways in which the employee's condition impacts them in the workplace
Suggested reasonable adjustments
The adjustments below are suggestions for consideration. You should work collaboratively with the employee to identify what reasonable adjustments will genuinely support them in the workplace.
Need help putting these into practice?
Our team can work directly with you to design and implement adjustments that are practical, proportionate, and genuinely effective - for the individual and the organisation.
Save these suggested reasonable adjustments to review later
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Reasonable adjustments sent
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This tool provides general guidance only and does not constitute legal advice. Every situation is different. You should always involve the employee in identifying and discussing adjustments, and seek specialist advice where needed. The Workplace Inclusion Consultancy accepts no liability for decisions made on the basis of this tool.
Build a workplace where everyone can do their best work
The Workplace Inclusion Consultancy works with businesses to design inclusive management practices, support all employees, and build the internal capability to sustain genuine change.