UK Disability Rights · 2026
What reasonable adjustments must my UK employer make?
Legal basis
Equality Act 2010 — section on legislation.gov.uk">Equality Act 2010 s.20 (duty to make reasonable adjustments — anticipatory and reactive); s.21 (failure = discrimination); EHRC Employment Statutory Code; case law including Archibald v Fife Council and Williams v Trustees of Swansea University Pension Scheme.
Your rights
Right to reasonable adjustments where a provision, criterion, practice, or physical feature places you at substantial disadvantage compared to non-disabled people. The duty is on the employer (not you) to identify and implement adjustments. You can suggest specific adjustments (and should). Failure to make reasonable adjustments is direct discrimination — uncapped damages, no service requirement.
Employer obligations
1) Anticipate and identify adjustments needed (proactive). 2) Engage with you in good faith about needs. 3) Implement adjustments that are reasonable in the circumstances. 4) Pay for adjustments (cannot pass cost to employee). 5) Review adjustments regularly. 6) Not penalise you for being on adjustments (e.g., performance ratings affected by reduced output). Reasonableness factors: cost vs employer size; practicability; whether the adjustment removes the disadvantage; whether public funding is available (e.g., Access to Work).
Practical actions
1) Write to your employer (HR or line manager) requesting specific adjustments. Reference EqA s.20 explicitly. 2) Provide medical evidence (Occupational Health report, GP letter). 3) Suggest specific adjustments — research what works for your condition. 4) Apply for Access to Work funding (gov.uk) — DWP can fund equipment, support workers, taxi to work etc., reducing employer's cost. 5) Keep written records of all communications. 6) If adjustments refused or inadequate: formal grievance citing s.20 EqA + s.15 (discrimination arising from disability). 7) ACAS conciliation within 3 months of refusal. 8) Tribunal claim follows.
If your employer refuses
Failure to make reasonable adjustments is automatically discrimination (s.21). No service requirement; uncapped damages. Awards typically include injury to feelings + financial loss (e.g., reduced earnings, additional medical costs). Strong claims often settle at ACAS for £15k-£60k+ depending on circumstances.
Worked example
Mark has ADHD (a disability under EqA). He requested reasonable adjustments: noise-cancelling headphones, written instructions instead of verbal, regular short breaks, flexible start time. Employer refused citing 'fairness to other employees'. Mark wrote a formal request citing s.20 EqA, attached an Occupational Health report supporting the adjustments, and noted these would cost <£200 in equipment plus £0 for the working pattern changes. He also noted Access to Work would cover the equipment. Employer reversed, granted all four adjustments. Mark's productivity improved 30%; performance reviews stopped flagging concerns.
Recruiter pro tip
Access to Work (gov.uk) is the most underused tool in UK reasonable adjustments. DWP can fund equipment, support workers, communication support, taxi-to-work for disabled employees — often £15,000+ per year per employee. Crucially: this funding goes DIRECTLY to the employer (not means-tested for the employee), removing the 'too expensive' employer objection. When you propose an adjustment, mention Access to Work — it shifts the conversation from 'employer pays' to 'government pays'. Apply via gov.uk before raising the adjustment with employer.
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