Reasonable adjustments are changes to work that remove or reduce a disadvantage someone faces because of a health condition. Where a condition counts as a disability under the Equality Act 2010, employers have a legal duty to make them. Many good employers make them anyway, because they keep capable people well and at work.
Adjustments work best when they are agreed with the employee, focused on how work is done rather than on diagnosis, written down and reviewed. This worksheet is a practical aid, not legal advice.
01
Before the conversation
| Notes | |
|---|---|
| What parts of work are difficult at the moment, in the employee’s words? | |
| Any occupational health or GP recommendations? | |
| What has already been tried, and what happened? | |
| What constraints exist in the role that we need to be honest about? |
02
Adjustments to consider
| Area | Examples |
|---|---|
| Hours and patterns | Flexible start and finish times, a phased return, part-time hours for a period, time off for appointments |
| Workload | Temporarily adjusted targets, reallocating some tasks, clearer prioritisation |
| Environment | A quieter workspace, more home working, or more office working for those who need structure |
| Communication | Instructions in writing, agendas before meetings, a single point of contact |
| Support | Regular check-ins, a mentor or buddy, access to an Employee Assistance Programme |
03
Record what was agreed
| Adjustment | Start date | Who is responsible | Review date |
|---|---|---|---|
Before you finish:
- Check the employee agrees with what has been written down.
- Agree who else needs to know, and what they will be told.
- Keep the record confidential, and store health information securely.
- Set a review date: needs change, and adjustments can be adjusted.
Further guidance
- What reasonable adjustments are, Acas (https://www.acas.org.uk/reasonable-adjustments)
- Reasonable adjustments for disabled workers, GOV.UK (https://www.gov.uk/reasonable-adjustments-for-disabled-workers)