What Counts as Reasonable Adjustments — and What Doesn’t?
Supporting employees with disabilities or long-term health conditions can feel overwhelming for small employers, but most adjustments are simple and low-cost. These might include changes to working hours, extra training, clearer written instructions or small changes to the workspace to help someone do their job comfortably.
Not every request is reasonable. You don’t have to agree to something that would be unsafe, extremely expensive or prevent the employee from carrying out the essential parts of their role. The key question to ask yourself is whether the adjustment is practical for your business and genuinely useful for your employee. Open conversation usually leads to solutions that work for both sides.
How Acuity HR can help:
We can help you understand what is (and isn’t) required legally in your specific situation.
We can recommend practical adjustments that work for your business and support your employee.
We can guide you through conversations with employees to keep them safe, fair and legally sound.