How to Make Reasonable Adjustments in the Workplace


How to make reasonable adjustments in the workplace

MD of Harris HR, Theresa Pruvost, shares adjustments employers can (and should) make to ensure their workplace is accessible to employees with a disability. 

It is reported that there are over 11 million people with limiting long term illness, impairment or disability in UK and 19% of working age adults are disabled; so as an employer, it is likely that at some point you will need to support a disabled job applicant or employee by making reasonable adjustments. Under the Equality Act 2010 you will have a duty to make these adjustments.

A reasonable adjustment helps to remove, reduce or prevent obstacles that may disadvantage someone at work who has a disability.  Often adjustments can be low cost or free and can include things such as;

  • reserved parking space near to the office for an employee with mobility issues
  • additional time to complete tasks
  • additional breaks
  • phased return to work after sickness absence
  • an ergonomic keyboard or mouse for musculoskeletal problems.

An example of workplace adjustments for an employee whose disability or health condition is affecting their memory and concentration could include;

  • moving their workstation to a place in the office where there are less distractions
  • making adjustments to their tasks for example, not asking them to take notes at a meeting
  • providing workplace coaching to help them develop strategies to better manage their memory and concentration issues.

Available funding

There is a fantastic government scheme called Access to Work which provides practical support to disabled people at work. If you have offered a disabled person a job or have a disabled employee they may be eligible for Access to Work support, which can help cover the costs of support in the workplace.

An Access to Work grant can pay for;

  • special equipment
  • adaptations
  • support worker services
  • help getting to and from work.

Remember - you will only need to make adjustments that stop your employee suffering a disadvantage at work.

If you need help and advice on making reasonable adjustments for an employee with a disability or long-term health condition, contact us or call 01273 552862

Thanks to Theresa for writing this blog!





Blog; Harris HR; Accessibility; Workplace;