UKNeuroGuide
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UKNeuroGuide · Benefit guide

Reasonable Adjustments at Work

Based on official GOV.UK and Equality Act 2010 guidance. Employers have a legal duty to provide reasonable adjustments for disabled employees.

Reasonable adjustments are changes employers must make to help disabled employees work safely and effectively. This legal protection helps remove barriers and ensures fair access to employment.

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Guidance only. Not legal advice. Rules can change — always check official sources.
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Overview

Reasonable adjustments help disabled employees work safely and effectively.
They reduce barriers and improve workplace accessibility.
Many neurodivergent employees benefit from adjustments such as flexible hours, quiet environments, and structured support.
These rights are protected by law and help ensure fair treatment.

Important
Eligibility rules can be complex and can change. Always check official guidance and get advice if you can.

Who it’s for

  • Disabled employees.
  • Employees with autism, ADHD, or neurodevelopmental conditions.
  • Employees with mental health conditions.
  • Employees whose condition affects work performance or safety.
  • Job applicants with disabilities.
  • Employees returning to work after illness.

Eligibility

  • You must have a disability as defined by the Equality Act 2010.
  • Your condition must affect your ability to work.
  • Your employer must be aware of your condition.
  • Adjustments must be reasonable and appropriate.
  • Legal protection applies regardless of diagnosis.
Reminder
This page is guidance only — it can’t confirm whether you will be awarded a benefit.

Eligible conditions

Conditions commonly linked to this benefit.

View all conditions
Autism (Autism Spectrum Condition) — UK eligibility guide
Condition

Autism | Symptoms, Diagnosis and Support Guide

Requires qualifying benefit
Dyscalculia — UK eligibility guide
Condition

Dyscalculia UK | Symptoms, Diagnosis and Support Guide

Requires qualifying benefit
Tourette — UK eligibility guide
Condition

Tourette Syndrome | Symptoms, Diagnosis and Support Guide

Requires qualifying benefit

How it works

  • You inform your employer about your condition.
  • You request reasonable adjustments.
  • Your employer assesses your needs.
  • Adjustments are implemented to support you.
  • Employers must comply with legal obligations.

How to apply

  • Inform your employer about your condition.
  • Request specific adjustments.
  • Provide medical evidence if required.
  • Work with your employer to implement adjustments.
  • Review adjustments regularly.
Ask a question

Evidence to prepare

  • Medical reports if available.
  • Diagnosis reports if available.
  • Occupational health reports.
  • Personal statements explaining your needs.

Assessment tips

  • Clearly explain how your condition affects work.
  • Provide examples of workplace difficulties.
  • Suggest specific adjustments.
  • Communicate openly with your employer.
Tip
Use real examples from daily life — what happens on difficult days, not only on good days.

Common mistakes

  • Not informing your employer.
  • Assuming diagnosis is required.
  • Not requesting adjustments formally.
  • Not documenting communication.

If you’re refused

  • You can raise the issue formally with your employer.
  • You can seek advice from ACAS.
  • You can seek legal advice.
  • You are protected under the Equality Act.
Deadlines matter
Challenges and appeals often have strict time limits — get advice as early as possible.

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