Disability Rights · Leap Forward Careers UK
How to Request Reasonable Adjustments at Work
Most people who need reasonable adjustments wait too long to ask. Here is a plain-English guide, a five-step approach, and an email template you can adapt and send today.
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What Are Reasonable Adjustments?
Most people who need reasonable adjustments at work have one thing in common. They wait too long to ask.
Some feel awkward bringing it up. Some are not sure they are entitled. Some worry that asking will change how their employer sees them. And a significant number simply do not know what to say or how to say it.
Under the Equality Act 2010, employers in the UK have a legal duty to make reasonable adjustments for employees and job applicants who have a disability. That duty applies whether you are already in a role, going through recruitment, returning to work after absence, or dealing with a newly diagnosed condition.
A disability under the Act is a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities. Substantial means more than minor. Long-term means it has lasted, or is likely to last, at least 12 months.
This covers a wide range of conditions — including many that are not immediately visible. Mental health conditions such as depression, anxiety, and PTSD are increasingly recognised under the Act. So are conditions like ADHD, dyslexia, chronic pain, and fatigue-related illnesses. You do not need a formal diagnosis to be covered. For a broader overview of how disability affects job applications and recruitment, see our Disability and Job Applications UK guide.
Common examples of reasonable adjustments include: adjusted working hours or flexible start times, permission to work from home, a quieter workspace, additional rest breaks, screen readers or ergonomic equipment, more time for written tasks, a phased return to work after absence, or changes to how instructions are communicated.
When Should You Ask?
The short answer: before the disadvantage affects you, not after.
Many people wait until a problem is already visible — performance is suffering, absence has increased, or a complaint has been raised. By that point, the conversation is harder and the stakes are higher for everyone.
If you are starting a new role, the best time to request adjustments is after a job offer has been made. Employers cannot legally ask you about your health or disability before making an offer, with very limited exceptions. Once an offer is on the table, they have a duty to explore adjustments with you.
If you are already in a role and your condition has changed, or a new condition has developed, request adjustments as soon as you are comfortable doing so. The duty on your employer is triggered once they know, or could reasonably be expected to know, that you have a disability.
If you are going through a recruitment process and need adjustments for an assessment or interview, flag it when you are invited. Employers must make adjustments at the application and interview stage too. Our guide on interviewing with a disability covers exactly what to ask for and how to ask for it.
Step-by-Step: How to Make the Request
Step 1 — Know what you need. Be as concrete as you can — not “something more flexible” but “the ability to start between 9 and 10 AM rather than a fixed 8:30 AM.” If you are not sure what adjustments are available, Access to Work (a government scheme through the DWP) provides free assessments and can sometimes fund specialist equipment or support. It is worth exploring before your conversation with your employer.
Step 2 — Put it in writing. A written request creates a record and gives your employer something concrete to respond to. You do not need formal legal language. A clear, professional email is enough.
Step 3 — Be specific, not vague. Name the adjustment, explain briefly why you need it, and state what outcome you are trying to achieve. A general reference to a disability or health condition is sufficient — you do not need to share your medical history.
Step 4 — Reference the Equality Act. You are not threatening legal action. Simply referencing the Act signals that you are aware of your rights and are making a formal request. Most employers will treat this more seriously than a casual conversation.
Step 5 — Follow up. If you do not receive a response within 10 to 14 working days, send a polite follow-up in writing. Keep copies of everything.
Email Template: Requesting Reasonable Adjustments
Use this as a starting point. Adapt the bracketed sections to your situation before sending.
What If Your Employer Says No?
An employer can decline a request if the adjustment is not reasonable — for example, if it is prohibitively expensive, technically impossible, or would cause significant disruption to the business. But they cannot simply refuse without engaging with the request.
If your request is refused without explanation, or you believe the refusal is discriminatory, you have options. You can raise a formal grievance internally. If that does not resolve the issue, you can make a claim to an Employment Tribunal. Claims do not require qualifying service — they can be brought from day one of employment.
Before reaching that stage, ACAS (the Advisory, Conciliation and Arbitration Service) offers a free early conciliation service that can help resolve disputes without going to tribunal. The free Disability at Work guide covers the full legal framework in plain English, including what to document and when.
A Note on Disclosure
Requesting reasonable adjustments means disclosing that you have a disability. You are under no obligation to name your specific condition. A general description of the functional impact — what the condition affects, not what it is — is usually enough.
You cannot be discriminated against for making a reasonable adjustments request. If you experience any negative treatment after raising a request, that may constitute victimisation under the Equality Act, which is a separate and serious legal matter.
If you are also navigating a job search or career change alongside this, the UK Jobseeker’s Playbook 2026 covers CVs, interviews, LinkedIn, and salary negotiation in one place. If you are changing career, the Career Change UK 2026 guide takes you through the process step by step. Or start here if you are not sure which kind of support you need first.
Disability rights, reasonable adjustments, returning to work — covered live at 4 AM GMT every day on TikTok @careeradviceuk. Free. No sign-up needed.
Want to Talk It Through With Someone Who Understands?
Reasonable adjustments situations can be complicated. Leap Forward Careers has direct experience supporting people through disability-related employment decisions — from drafting requests to interview preparation and return-to-work planning.