Reasonable Adjustments at Work in England, Wales and Scotland

Who this guide is for

Disabled workers and job applicants in England, Wales or Scotland, and people with a physical or mental health condition, who want to know whether their employer must make changes for them. It covers:

• Whether you count as disabled under the Equality Act 2010.
• The duty to make reasonable adjustments, with examples.
• Access to Work.
• What to do if your employer refuses, and the time limits.

What this guide does not cover

• Work in Northern Ireland. The Equality Act 2010 does not apply there: see the Northern Ireland guide.
• Disability benefits, such as PIP: see our benefits guide.
• Being dismissed while off sick with a mental health condition: see our mental health at work guide. Menopause: see our menopause guide.
• Other kinds of discrimination. This guide does not cover them: ask Acas.
• Tribunal time limits in detail: see our tribunal deadline guide. Sick pay and your other rights: see our employee rights guide.

What the rules depend on

1. Are you disabled under the Equality Act 2010? If yes, the duty to make reasonable adjustments can apply. If not, this guide's rights do not apply, though your employer can still agree changes.
2. What puts you at a disadvantage? The way things are done, a physical feature of the workplace, or the lack of equipment or support. The adjustment must deal with that disadvantage.
3. Is the change reasonable? That depends on the situation, including cost and practicality. Only a tribunal can finally decide.
4. What has happened, and when? The date of a refusal or of the act you are complaining about decides your time limit.

"Do I count as disabled?"

You are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a "substantial" and "long-term" negative effect on your ability to do normal daily activities.

• "Substantial" is more than minor or trivial. For example, it takes much longer than it usually would to complete a daily task like getting dressed.
• "Long-term" means the effect has lasted at least 12 months, is likely to last at least 12 months, or is likely to last for the rest of your life. You do not have to wait 12 months if the effect is likely to last that long. If the effect stops but is likely to come back, it is treated as continuing.

There are special rules about recurring or fluctuating conditions, for example arthritis. People with progressive conditions, which get worse over time, can be classed as disabled.

You automatically meet the definition from the day you are diagnosed with HIV infection, cancer or multiple sclerosis.

Some conditions are not covered, for example addiction to non-prescribed drugs or alcohol.

"What adjustments can I ask for?"

Reasonable adjustments include:

• changing the recruitment process so a candidate can be considered for a job;
• doing things another way, such as allowing someone with social anxiety disorder to have their own desk instead of hot-desking;
• making physical changes to the workplace, like installing a ramp for a wheelchair user or an audio-visual fire alarm for a deaf person;
• letting a disabled person work somewhere else, such as on the ground floor for a wheelchair user;
• changing equipment, for instance providing a special keyboard for someone with arthritis;
• allowing employees who become disabled to make a phased return to work, including flexible hours or part-time working;
• offering training opportunities, recreation and refreshment facilities.

You can get advice on reasonable adjustments from the Disability Employment Adviser at your local Jobcentre Plus office.

"What is Access to Work?"

You can apply for Access to Work if you need extra help at work because of a disability or health condition. It can help towards the costs of support or adaptations. It does not replace your employer's duty to make reasonable adjustments.

"My employer has refused. What can I do?"

Raise it with your employer first, in writing if you can. If that does not work, you can get advice from Acas, Citizens Advice or your trade union.

A failure to make reasonable adjustments is a form of disability discrimination. You can make a claim to an employment tribunal. A discrimination claim needs no minimum length of service.

Before you can make most employment tribunal claims, you must notify Acas to start early conciliation. It is free. Your time limit is paused while conciliation runs, but only if you notify Acas within your time limit.

"Can an employer ask about my health before offering me a job?"

Usually not. Before offering you a job, an employer must not ask about your health or disability, except for a few reasons set out in the law. These include checking whether you need adjustments for an interview or test, or whether you can do a task that is essential to the job (Equality Act 2010, section 60).

Being asked is not by itself something you can take to an employment tribunal: only the Equality and Human Rights Commission can enforce this rule. But if the employer treats you worse because of your answers, for example by not offering you the job, that can be disability discrimination you can claim for at a tribunal.

Deadlines you must meet

• Most tribunal claims, including disability discrimination: 3 months less 1 day from the act you are complaining about, or 6 months less 1 day where that act (or the last act in a series) happened on or after 1 October 2026.
• Notify Acas within your time limit, so that the clock is paused.
• Your exact date depends on your facts: see our tribunal deadline guide.

Traps

• Do not use this guide in Northern Ireland. The Equality Act 2010 does not apply there.
• "Long-term" does not mean you must already have had the condition for 12 months. It is enough that the effect is likely to last at least 12 months, or for the rest of your life. Cancer, HIV infection and multiple sclerosis count from the day of diagnosis.
• Access to Work does not replace the employer's duty to make reasonable adjustments.
• A discrimination claim needs no minimum length of service, unlike ordinary unfair dismissal.
• Unfair dismissal needs at least 2 years of continuous employment now, and at least 6 months where the employment ends on or after 1 January 2027.