What is a reasonable adjustment? 

A reasonable adjustment is a change that helps remove or reduce a disadvantage a member of staff may experience at work due to a disability, health condition, or other need. Providing reasonable adjustments is a legal requirement, and an important part of creating an inclusive working environment. 

 Most adjustments are straightforward and can be agreed quickly through a conversation between a member of staff and their manager. You do not need a formal diagnosis to have this conversation.

Further Information

How the process works

We aim to make reasonable adjustments simple, timely and supportive. 

In most cases 

  1. A need is identified (by the member of staff or their manager) 
  2. A conversation takes place about what would help 
  3. The manager agrees and puts adjustments in place 

If additional support is needed 

  • Managers may seek advice from a People Partner 
  • A minority of more complex cases may be referred for specialist advice:  
  • Occupational Health provides independent, clinical guidance on how a health condition may affect work and suggests adjustments 
  • The Inclusion Team provides expert advice on more complex or sensitive situations.  

Adjustments should be recorded in a workplace passport - a simple document that captures agreed support and can move with a member of staff between roles or managers. 

Find out more about Workplace adjustment passports 

Responsibilities

Members of staff 

Managers 

The University 
  • Share what you need to work effectively 
  • Take part in open and constructive conversations 
  • Let your manager know if your needs change over time 
  • Flag first with your line manager and then People Partner if agreed adjustments are not being put in place 
  • Create a supportive environment for open discussion 
  • Act promptly on straightforward adjustments 
  • Take a practical and solution-focused approach 
  • Seek advice where needed - particularly for more complex situations 
  • Record and review adjustments with the member of staff 
  • To provide clear and accessible guidance 
  • To ensure a consistent and fair approach where all staff are supported at the point of need 
  • To make specialist advice available where it is needed 
Example Adjustments

Most adjustments can be agreed and put in place locally, without needing specialist input. Every member of staff is different, so discuss with them which of the below adjustments would be reasonable to support them 

Support for managers

Managers play a key role in ensuring reasonable adjustments are put in place effectively and in a timely way. 

You are not expected to have all the answers, but you are expected to: 

  • lead supportive and constructive conversations 
  • take ownership of agreeing and implementing appropriate adjustments 
  • keep arrangements under review 

Support available includes: 

  • Video explaining the process and what an effective, reasonable adjustments conversation looks like. (Coming soon)