The rule
Yes, but only a specific adjustment that is genuinely unreasonable given the employer’s cost, size and resources. They cannot refuse the duty itself and must offer alternatives; an unjustified refusal is unlawful. Under the Equality Act 2010, an employer has to take such steps as it is reasonable to take to remove a substantial disadvantage you face at work Equality Act 2010, s.20. The word “reasonable” is built into the duty, so your employer can lawfully decline one option that goes too far — but only after weighing it honestly, and only if a different reasonable adjustment is still offered.
When a no is allowed — and when it isn’t
Whether an adjustment is reasonable is an objective test, not your employer’s opinion or preference. It is judged on how far the change would remove the disadvantage, how practicable it is, the cost and disruption, the employer’s resources and size, and any outside funding available — notably Access to Work, which can pay for equipment or support and so removes the cost argument almost entirely. A small business is not held to the same bar as a large one. But cost alone rarely justifies a refusal from a well-resourced employer, and many useful changes — flexible hours, a quieter desk, written instructions — cost little or nothing.
Two limits are worth knowing. First, the duty is owed to a disabled person: someone whose physical or mental impairment has a substantial, long-term effect on everyday activities. That is a legal test, not a label — you do not need a formal diagnosis — but if it is not met, there is no duty to adjust. Second, a blanket no with no exploration of alternatives is almost never lawful. Failing to make a reasonable adjustment is itself a form of disability discrimination, and unlike some other claims it cannot be excused after the fact s.21.
What to do if you are refused
If your employer turns down a change, ask them to put the reason in writing and to suggest an alternative; talking it through and offering another option is exactly what Acas expects of them Acas. If that gets nowhere, raise it informally, then as a formal grievance. The last resort is an employment tribunal claim — and the deadline is tight: three months less one day from the refusal, and you must contact Acas for early conciliation before that limit runs out Acas. Qualifying for the duty is not the same as winning a claim, but a refusal with no alternative offered is hard for an employer to defend.
Where the law comes from
Related
This page is general information, not clinical or legal advice.