Reasonable adjustments are changes an employer must make under the Equality Act 2010 to remove a substantial disadvantage a disabled worker faces, from flexible hours to assistive software, paid for by the employer. The duty sits in section 20 of the Act, and “substantial” means more than minor or trivial (section 212), not severe. So a worker who is slower to process written instructions, or who struggles in an open-plan room, can be owed an adjustment even though they cope well day to day.
The three forms an adjustment can take
Section 20 sets out three distinct duties. An adjustment is whatever removes the disadvantage in front of you, but it will fall into one of these:
| The duty | What it looks like |
|---|---|
| Change a provision, criterion or practice | A way of doing things, such as a fixed 9-to-5 start, a noisy hot-desk policy, or a written-only application stage. |
| Alter a physical feature | Something built into the workplace, such as harsh lighting, stairs, or a door that is hard to open. |
| Provide an auxiliary aid | Equipment or support, such as screen-reading software, noise- cancelling headphones, or a support worker. |
When the duty starts, and who it is for
In employment the duty is reactive, not anticipatory. It starts once you know, or could reasonably be expected to know, that a particular worker is disabled and is being put at a disadvantage. That is usually the moment someone discloses, but it can also be the moment difficulties become obvious. The duty covers employees, job applicants, workers and contractors (Acas).
There is no formal diagnosis requirement. What matters is whether the person meets the section 6 test: a physical or mental impairment with a substantial, long-term adverse effect on normal day-to-day activities. Autism, ADHD and dyslexia commonly meet that test, but it is assessed case by case, so do not wait for a diagnosis letter before acting. You can read more in what counts as a disability under the Equality Act 2010.
Why this is not optional
The worker never pays. Section 20(7) is explicit that you cannot pass the cost of an adjustment to the disabled person. And failing to make a reasonable adjustment is not a missed nicety: under section 21 it is itself a standalone form of unlawful discrimination that an employee can take to an employment tribunal, separate from direct discrimination and from discrimination arising from disability.
Whether a specific change is “reasonable” turns on whether it actually reduces the disadvantage and is practical and affordable for an organisation of your size. You are not required to change the basic nature of the job, and you can weigh cost and disruption. What you cannot do is treat the duty as discretionary once it is triggered. The practical test is best applied in a documented conversation, not a unilateral decision. The most common adjustments are listed by Acas.
Where the law comes from
Related
This page is general information, not clinical or legal advice.