1. What Are Reasonable Adjustments?
Reasonable adjustments are changes or support intended to prevent disabled people being placed at a substantial disadvantage.
Change a rule or process
For example changing how appointments, recruitment, queues, communication or a policy operates.
Remove an access barrier
Physical access, layout, seating or another feature may need a reasonable change depending on the setting.
Provide an aid or service
Equipment, accessible information, communication support or another auxiliary aid may be needed.
2. Equality Act 2010 — Where It Applies
The Equality Act protects disabled people across Great Britain in services, work, education, public functions and other areas.
Services & businesses
Shops, services and many organisations have duties not to discriminate and may need reasonable adjustments.
Public functions
Public bodies exercising public functions can also be subject to disability discrimination duties.
Employment
Workers and applicants have disability protections in recruitment and employment.
Education
Schools, colleges and other education providers have disability duties, with some setting-specific rules.
3. Who May Be Protected?
Protection depends on the Equality Act definition and the person's individual circumstances, not simply whether a condition is visible.
Mental / neurological
Autism, mental-health conditions and other neurological or cognitive impairments may be covered depending on their effects.
Physical / sensory
Mobility, sight, hearing and other physical impairments may be covered.
Long-term / fluctuating
Long-term illness, chronic pain, fatigue and fluctuating conditions can also be relevant.
4. Hidden and Invisible Disabilities
A person's need should not be dismissed because their impairment is not obvious.
Not visible
Chronic pain, epilepsy, autism, fatigue, mental-health conditions and many other impairments may be non-visible.
Fluctuating
A person may manage an activity one day and struggle another day because symptoms vary.
Ask, do not assume
Focus on the actual barrier and support needed rather than judging by appearance.
5. Substantial Disadvantage
Equality guidance describes substantial disadvantage as more than a minor or trivial disadvantage.
Identify the comparison
What disadvantage does the disabled person face compared with people who are not disabled?
Identify the barrier
Is the problem a rule, physical feature, communication method or missing aid?
Consider the solution
Would the proposed adjustment prevent or reduce that disadvantage?
6. What Makes an Adjustment Reasonable?
There is no universal list. The answer depends on the circumstances.
Effectiveness
How well would the adjustment reduce the disadvantage?
Practicality
Can it be implemented safely and reliably?
Resources / cost
Cost and available resources can be relevant.
Wider circumstances
The size and nature of the organisation and effect on the service can also matter.
7. Services and Public Functions Must Think Ahead
For services and public functions, the reasonable-adjustment duty is anticipatory.
Anticipate
Consider likely accessibility needs when designing services, buildings, systems and communications.
Build in access
Websites, forms and appointments should not rely on a disabled person first suffering the barrier.
Review
Accessibility should be reviewed as services, technology and needs change.
8. Services Cannot Charge for the Required Adjustment
The 2026 services code says disabled people cannot be required to pay the cost of a reasonable adjustment the provider is under a duty to make.
No disability surcharge
A service should not add a disability-specific fee because accessible provision costs more.
Accessible formats
Accessible information required as an adjustment should not become an extra charge to the disabled user.
Failure can discriminate
Failure to comply with the reasonable-adjustment duty can amount to unlawful discrimination.
9. Workplace Rights
Employers must make reasonable adjustments where the legal duty applies so disabled workers are not substantially disadvantaged.
Time
Flexible hours, phased returns, altered breaks or time for treatment may be relevant.
Equipment
Special keyboards, accessible layouts or adapted equipment may help.
Location
Remote work or a different work area can sometimes remove barriers.
Duties / process
Changes to tasks, communication or procedures may be reasonable.
10. Recruitment and Interviews
Equality duties can apply before a person starts work.
Applications
Accessible forms or an alternative way to apply may be needed.
Interviews
Location, communication, test format or timing can sometimes be adjusted.
Selection tests
Accessible equipment or another format may be appropriate depending on the test.
11. Access to Work
Access to Work may provide practical employment support for eligible people in England, Scotland and Wales.
Equipment / support
Specialist equipment, software, adaptations or support-worker services may be funded.
Travel
Help travelling to or within work may be possible in qualifying cases.
Communication
Communication support may be available, including in some interview situations.
12. Education Rights
Schools and education providers must not unlawfully discriminate against disabled pupils and students.
Learning
Extra support, specialist aids or accessible materials may remove disadvantage.
Assessment
Reasonable adjustments can apply to assessments and exam access where rules are met.
Communication
Written, visual or alternative communication may be required.
13. SEND, EHCPs and Equality Rights
SEND duties and Equality Act duties can overlap but are not the same thing.
SEN Support
Special educational provision may be required because of SEN.
EHCP
An EHC plan can specify statutory provision where the criteria are met.
Equality duty continues
A disabled pupil can need reasonable adjustments with or without an EHCP.
14. Healthcare Equality and Adjustments
Healthcare access can require changes to communication, appointments and environments.
Appointments
Longer appointments, quieter waiting or different contact methods may help.
Communication
Interpreters, written information, processing time or accessible formats may be needed.
Support person
A carer, advocate or supporter may help some people access and understand care.
15. NHS Accessible Information Standard
The NHS standard requires NHS and publicly funded adult social care organisations to identify and meet disability-related information and communication needs.
Identify
Find out whether the person has information or communication needs.
Record / flag
Record those needs so staff can see them.
Share / meet
Share relevant needs appropriately and provide required support.
Review
The updated standard includes a review stage.
16. Public Services
Councils, government services and public bodies should not create avoidable disability barriers.
Contact methods
Alternative contact routes can matter where phone-only or digital-only systems create barriers.
Information
Accessible letters, forms and decision explanations may be needed.
Public functions
Equality Act duties can apply to public functions as well as ordinary services.
17. Digital Accessibility
Online services can create access barriers just as physical services can.
Assistive technology
Forms and sites should avoid unnecessary mouse-only or inaccessible controls.
Readable content
Good headings, labels, contrast and plain language improve access.
Time
Forms that expire too quickly can disadvantage people who need more time.
18. Housing and Accessibility
Housing support can involve equality law, tenancy/property rules, social care and adaptations.
Accessible housing
Layout, location, bathroom access, heating and safety can affect suitability.
Adaptations
Ramps, stairlifts, widened doors and adapted bathrooms may support independence.
Get the right advice
Rights differ depending on tenure, landlord and the type of change requested.
19. Disabled Facilities Grants
Disabled Facilities Grants can help with qualifying home adaptations.
Possible works
Ramps, wider doors, stairlifts, accessible bathing or adapted controls can be included.
Council process
The council assesses whether work is necessary, appropriate and reasonable for the property.
Approval first
GOV.UK warns that starting work before approval can affect eligibility.
20. Transport and Public Access
Accessible transport can be essential for work, healthcare, education and independent living.
Transport systems
Vehicles, stations, assistance services and information all affect access.
Standing / seating
Some disabled people need seating or reduced standing without using a mobility aid.
Assistance
Assistance animals or human support can be part of access for some people.
21. Benefits and Financial Support
Benefit entitlement is separate from Equality Act rights, but disability-related financial support may help with extra costs.
PIP / DLA
Depending on age and location, support may be available for daily living and mobility needs.
Attendance Allowance
Eligible people above the relevant age threshold may qualify for support.
ESA / Universal Credit
Health conditions can affect entitlement under current benefit rules.
Carer support
Carer-related benefits may be relevant depending on circumstances.
22. How to Ask for a Reasonable Adjustment
A useful request links the disability-related barrier to the change that could remove or reduce it.
23. Evidence and Hidden Conditions
Evidence can help explain need, but evidence requests should be proportionate to the context.
Professional evidence
Medical, occupational-health, care or education records may help where relevant.
Lived evidence
A clear account of what happens, how often and what improves access can be useful.
Proportionate
Do not assume every hidden condition requires the same type or amount of proof.
24. If an Adjustment Is Refused
A refusal should be understood and recorded.
Ask why
Request the reason the adjustment is considered unreasonable or unnecessary.
Ask for alternatives
Is there another effective way to remove the same disadvantage?
Keep records
Save the request, decision, evidence and examples of the continuing disadvantage.
25. Types of Disability Discrimination
Different Equality Act concepts can apply to different facts.
Direct discrimination
Less favourable treatment because of disability.
Indirect discrimination
A policy applying to everyone can disadvantage a protected group and require legal justification.
Discrimination arising
Unfavourable treatment because of something arising from disability can raise a separate issue.
Harassment / victimisation
Disability-related harassment and retaliation for raising equality concerns can also be unlawful.
26. Complaints About Services and Public Bodies
The correct route depends on who made the decision and the type of discrimination alleged.
Raise it early
An informal resolution can sometimes fix an access problem quickly.
Formal complaint
Use the provider's complaint procedure and state the barrier, adjustment requested and outcome sought.
Get specialist advice
If discrimination is serious or unresolved, legal time limits can be short.
27. Employment Disputes — Protect the Deadline
Employment discrimination has strict tribunal deadlines.
As at 14 September 2026
GOV.UK says claims usually need to be made within 3 months of employment ending or the problem happening.
Acas first
You normally need to notify Acas before making an Employment Tribunal claim; early conciliation affects deadline calculation.
From 1 October 2026
Most Employment Tribunal time limits are due to increase to 6 months for time limits starting on or after 1 October 2026.
28. School Disability Discrimination Claims
School disability-discrimination disputes can have a separate SEND Tribunal route.
SEND Tribunal
Many disability-discrimination complaints about schools can be made to the SEND Tribunal.
6-month limit
GOV.UK says the complaint normally must be sent within 6 months of the discrimination taking place.
Continuing issues
The 2026 SEND4 guidance explains how time can be assessed for continuing conduct or refusals to act.
29. Equality Advisory Support Service (EASS)
EASS provides information and advice about discrimination and human-rights issues.
Helpline
GOV.UK lists telephone and textphone support for equality enquiries.
Rights information
EASS can help people understand discrimination rights and possible next steps.
Separate legal routes
EASS is not a court or tribunal; legal claims still have their own procedures and deadlines.
30. Advocacy and Support
Some people need support to understand systems, complete forms or communicate what they need.
Advocacy
An advocate can help prepare for meetings and make sure the person's views are heard.
Community support
Disability organisations and peer groups can provide practical information and lived-experience support.
Trusted supporters
A carer or supporter can help record decisions and ask questions where the person wants that help.
31. Respectful and Inclusive Communication
Accessibility includes how people are spoken to and involved in decisions.
Clear language
Explain technical terms and avoid unnecessary jargon.
Processing time
Allow time to understand and respond.
Accessible formats
Written, visual, audio, BSL or other formats may be needed.
Speak to the person
Do not automatically address only a carer, interpreter or supporter.
32. Keeping a Clear Record
Records can prevent repeated disputes about what was requested or agreed.
Dates
Record when the barrier happened and when support was requested.
Communication
Keep emails, letters, meeting notes and complaint responses.
Evidence
Keep relevant reports and examples showing the impact.
Review
Record whether the adjustment was implemented and whether it worked.
33. Where Do I Go Next?
Choose the route that best matches the problem.
Employment rights, adjustments and Access to Work.
Employment supportSEND, EHCPs and disability access.
Education supportHospital access, communication and healthcare rights.
Healthcare rightsHousing accessibility and adaptations.
Housing supportIndependent equality information.
EASSDisability benefits and financial support.
Benefits supportChallenge decisions and organise evidence.
Complaints & appealsFind organisations, services and resources.
Support directory34. Official Sources
Use current official sources when checking legal rights, deadlines and scheme rules.
35. Important Reminder
Disability equality is about fair access, dignity and participation.
Accessibility is not special treatment
Reasonable adjustments exist because treating everyone identically can leave a disabled person at a substantial disadvantage.
Support should respond to the individual's actual barrier and should be reviewed to make sure it works.
Hidden and fluctuating disabilities are real; need should not be judged by appearance.
Organisations should communicate respectfully and provide information in accessible formats.
When a dispute arises, keep records and protect legal deadlines while complaints or negotiations continue.
Right First Time UK supports accessibility, equality, inclusion, dignity and fair participation for disabled people and people with additional needs.