Working pattern
Different hours, breaks, home or hybrid working, or a phased return.
Reasonable adjustments at work
Change the work where a disability creates a disadvantage.
In Great Britain, employers have a legal duty to make reasonable adjustments for disabled people in the circumstances set out by the Equality Act 2010.
What they are
Reasonable adjustments remove or reduce a disability-related disadvantage.
Acas groups adjustments into four broad types: changing how something is done, changing the workplace, changing working arrangements, and providing equipment, services or support.
The right adjustment depends on the person and the job. Employers should discuss the problem with the person rather than assume what will help.
Examples
The change should match the barrier at work.
These are examples, not a checklist of what every employer must provide.
Work or duties
Redistributing work, changing responsibilities or finding another suitable way to do a task.
Equipment or environment
Adapted equipment, accessible formats, changes to lighting, layout or physical access.
Free finder
Explore ideas by work barrier.
The finder starts with the practical difficulty at work. It then suggests changes worth discussing for that barrier and work context.
What counts as reasonable
Reasonable depends on the situation.
Acas says an employer should consider whether the adjustment would reduce the disadvantage, whether it is practical, whether it is affordable, and whether it could harm other people's health and safety.
The employer is responsible for paying for reasonable adjustments. Access to Work may help with extra support in some cases, but it does not remove the employer's legal duties.
Return to work
Adjustments often need to sit inside a wider plan.
If someone is returning after sickness, connect the adjustment to their work demands, duties, hours, actions and review points.