Examples of adjustments
A workplace adjustment can be anything that reduces or removes barriers in the workplace and supports effectiveness. Adjustments can be physical or non-physical and both should be considered where relevant. Adjustments can be permanent or temporary, or agreed on a ‘when required’ basis.
Often non-physical adjustments are in place as an informal arrangement between the member of staf and their line manager. It is strongly recommended these are recorded on a workplace adjustment Passport.
The lists of examples below are in no way exhaustive. They serve only to share what workplace adjustments can be.
Examples of workplace adjustments
Examples of non-physical adjustments
- Adjusted hours or work patterns
- Time off for medical appointments
- Increased rest breaks
- Different expectations and recording of a phased return to work, attendance and sickness absence
- Buddy support
- Duties reallocated or shared with other colleagues
- Adjusted expectations or targets
- Home/remote working
- Adaptations to how meetings are conducted or information provided
- Additional time provided
- Changes to ‘social norms’
- Different travel expectations
- Different seating/parking arrangements
- Different communication requirements
Examples of physical adjustments
- Assistive software, for example, screen readers or speech recognition
- IT equipment and gadgets - digital recorders; alternative keyboards; alternatives to a computer mouse
- Induction loop systems
- Footrests/wrist rests
- Height adjustable desk
- Personalised ergonomic chairs
- Parking provision
- Evacuation chairs
- Change to lighting
- Noise reduction headset
Further guidance for specific conditions
Imperial is a member of the Business Disability Forum, a not-for-profit membership organisation that makes it easier and more rewarding to do business with and employ disabled people.
Below is a list of briefings from the Business Disability Forum that look at specific conditions and the workplace adjustments that may be applicable for individuals with those conditions. They are written to help line managers better understand how to support their staff.