Reasonable Adjustments — Mental Health Letter Template & Generator

If you need to formally request reasonable adjustments for a mental health condition under the Equality Act 2010, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong reasonable adjustments — mental health should include, plus a free tool to generate yours.

What this letter needs to cover

• Identify the mental health condition and confirm it meets the definition of disability
• Describe how the condition affects daily working life
• Set out the specific adjustments being requested
• Explain how each adjustment would remove the disadvantage suffered
• Offer to discuss further and attend an occupational health assessment if needed

Mental health conditions and your right to adjustments

A mental health condition can meet the legal definition of disability under the Equality Act 2010 if it has a substantial and long-term (12 months or more, or likely to) adverse effect on your ability to carry out normal day-to-day activities — once it does, your employer has the same duty to make reasonable adjustments as for any other disability.

What to include before you send it

• Confirmation of your condition, to the extent you're comfortable sharing
• How it affects you at work specifically
• The adjustments you believe would help — this could include flexible hours, reduced workload during difficult periods, or a quiet workspace
• A request for this to be considered formally

Adjustments don't need to be permanent or extensive to be valid

Reasonable adjustments for mental health can be relatively small and flexible — permission to take short breaks, adjusted deadlines during flare-ups, or clearer communication styles — they don't need to be dramatic changes to genuinely help and to meet your employer's legal duty.

Frequently Asked Questions

Do I have to disclose my specific diagnosis to get adjustments?
Not necessarily in full detail, though enough information for your employer to understand the impact and identify appropriate adjustments is generally needed for the process to work properly.

What if my employer says my condition doesn't count as a disability?
This is a legal question based on impact and duration, not just diagnosis — if disputed, an occupational health assessment or specialist evidence can help clarify whether the legal threshold is met.

See our full letter template & generator library for related letters, or use our free checkers for guidance specific to your situation.