Navigating the Complexities of Reasonable Adjustments
Reasonable adjustments — it’s an important topic, and a phrase likely to have come up if you’ve ever started a new job or are currently in one. You might have considered requesting adjustments yourself. That first step can feel quite daunting, especially for neurodivergent employees or anyone managing a long‑term condition. Here are some common concerns:
a) Knowing what to ask for — would I qualify? b) What things count as an adjustment? c) How many adjustments can I ask for? Is there a limit? d) Will I be judged? What will my employer think of me?
These are questions a lot of people ask, and they can actually deter people from even requesting workplace accommodations they’re legally entitled to.
Reasonable adjustments (also known as workplace adjustments or workplace accommodations) are essential tools that allow people to carry out their job responsibilities properly and to the best of their ability. Yet requesting them is still often met with judgement, confusion, or unnecessary stress. Under the UK Equality Act, employers must provide reasonable adjustments — but many people assume the process is simple, supportive, and quick. For some, it is. For many others, it’s not.
I’ve asked for adjustments myself in previous employment. Even with a supportive manager, HR wasn’t as helpful (not intentionally), and I was often given incorrect information. This meant I had to advocate for myself throughout the entire process — which lasted a year — instead of simply disclosing my support needs and receiving timely help. This is a common experience for people navigating workplace barriers.
The reason I wanted to write about this topic is because experiences like mine often reinforce the insecurities of the person requesting support. It can make them feel like a failure or a problem someone has to begrudgingly deal with. This results in people not asking for help when they need it, leading to increased stress, burnout, and energy drain — which ironically makes them less effective at their job. With the right adjustments, they could thrive without the added emotional weight.
What Are Reasonable Adjustments?
Reasonable adjustments are changes or modifications made to a workplace to help employees with disabilities or specific needs perform their job effectively. These can include physical changes, equipment, environmental adjustments, role modifications, or support services. They exist to remove workplace barriers and ensure fairness.
Who Is Eligible to Request Adjustments?
Disability or Health Condition
A person has a physical or mental impairment that has a substantial and long‑term negative effect on their ability to carry out normal day‑to‑day activities. This includes dyslexia, chronic illnesses, mobility impairments, mental health conditions, neurodivergence, and more.
Impact on Work
The condition must affect the individual’s ability to perform their job effectively — whether that’s difficulty with specific tasks, accessing the workplace, or managing symptoms.
And importantly: you do not need a formal diagnosis to receive reasonable adjustments.
What Can You Ask For?
Adjustments can include physical changes or equipment, but many are simple, low‑cost, and often overlooked. People tend to think only in terms of software or specialist tools, but many adjustments are simply about working in a slightly different way.
Examples include:
Not having to attend all meetings in person
Consistent shift patterns or 48+ hours’ notice of changes
Clear agendas ahead of meetings
Additional or extended training
Not having to hot desk
Sitting in a different area of the office
Regular check‑ins with your manager
These are small changes that can make a huge difference to neurodivergent employees or anyone managing a health condition.
Your adjustments may change over time as your needs change due to stress, environment, or life circumstances. Think of your adjustments as a working document — something to be reviewed and updated regularly. There’s no limit to how many adjustments you can ask for, but they must be reasonable and genuinely help you do your job.
Understanding the “Why” Behind Your Struggles
Employers can’t suggest suitable adjustments if they don’t have the full picture. Sometimes we say, “I struggle with X,” but we don’t know why. The “why” matters.
For example: “I struggle to work in the office.” But why? Is it the noise? Hot‑desking? Lighting? Smells? Desk position? Social expectations?
Each reason has a different solution. Understanding your “why” helps you request the right workplace accommodations.
Sometimes, we struggle with things we haven’t admitted to ourselves. For example, I need extra processing time, especially for formal topics, and sometimes that means having an advocate. I used to feel embarrassed by this, but now I embrace it. Knowing this about myself makes me a more effective employee.
If I weren’t self‑employed now, what would this mean for adjustments?
For me, it would mean:
I need things in writing
I need minutes from meetings
I need important meetings booked in advance
I need time to process information before responding
These adjustments help me understand discussions rather than sitting in meetings nodding along while internally feeling lost, overwhelmed, or frustrated. They reduce anxiety, increase clarity, and build confidence over time.
The Bigger Picture: Education and Workplace Culture
I firmly believe adjustments come down to two things:
1. Education
Many people simply don’t understand the impact of not implementing adjustments. They don’t see the invisible struggles.
2. Workplace Culture
People are overworked, unsure of the process, or lack authority to approve changes. Workplace assessments can feel clinical or invalidating. Even requesting a meeting can take huge emotional energy.
Experiences vary widely, and I can only speak from my own — but the system often makes people feel like an inconvenience when they’re simply asking for what they need to work effectively.
Tips If You’re Planning to Request Adjustments
Stop and Think: Identify the areas that affect you.
Document Over Time: Track patterns and possible solutions.
Express Your Feelings: “I struggle with this… It makes me feel like this… This would help because…”
Prepare for Meetings: Bring notes to reduce anxiety and stay focused.
Keep a Diary: Track how often issues occur (e.g., light sensitivity).
Document Agreements: Ensure adjustments are written down and reviewed.
These steps may feel like a lot, but they help others understand what they can’t see. Most people don’t intend to make things difficult — they just lack understanding. The process can be exhausting, but it’s worth it. You’re entitled to support, and you don’t have to do it alone. You can bring an advocate if needed.