What Legal Rights Do Employees Have to Reasonable Adjustments?
In the UK, reasonable adjustments are not a perk, a favour, or something granted at a manager’s discretion. They are a legal right.
That right exists to protect disabled employees and job applicants from being placed at a disadvantage because of how work is organised, assessed, or managed. It is grounded in the Equality Act 2010, which places a clear duty on employers to act.
Understanding these rights matters, because many people do not realise when the law is on their side, or what they are entitled to expect in practice.
The legal foundation: the Equality Act 2010
The Equality Act 2010 creates a duty on employers to make reasonable adjustments for disabled people at work. You can read the statutory duty itself here:
https://www.legislation.gov.uk/ukpga/2010/15/section/20
Crucially, the Act treats a failure to make reasonable adjustments as a form of disability discrimination in its own right. An employer does not have to behave maliciously to breach the law. Inaction, delay, or inconsistency can be enough.
Who is protected by these rights?
Legal rights to reasonable adjustments apply to:
employees
workers
job applicants
some self-employed people where work arrangements apply
These rights apply regardless of organisation size. There is no exemption for small businesses or informal workplaces.
What counts as disability in law?
The Equality Act uses a functional definition. A person is disabled if they have 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 many non-visible and fluctuating conditions. It also means someone may be legally protected even if they do not personally identify as disabled.
The focus is on impact, not labels.
What rights do employees and applicants have?
Under UK law, disabled employees and applicants have the right to:
1) Have workplace barriers considered and addressed
If a workplace rule, physical feature, or lack of support puts someone at a disadvantage, the employer must consider reasonable steps to remove or reduce that disadvantage.
2) Request reasonable adjustments without being penalised
Asking for adjustments is not misconduct, poor performance, or a lack of commitment. Employees should not be treated unfavourably because they have raised adjustment needs.
3) Fair treatment during recruitment
Applicants have the right to reasonable adjustments during recruitment, including interviews and assessments, so they can be considered fairly.
4) Ongoing consideration as work changes
Adjustments are not a one-off right. Employees are entitled to have adjustments reviewed when roles, working patterns, health, or environments change.
5) Protection from discrimination
Employees are protected from:
discrimination arising from disability
indirect discrimination linked to rigid workplace rules
harassment related to disability
victimisation for asserting their rights
Reasonable adjustments sit at the centre of these protections.
What employees are not required to do
It’s equally important to understand what the law does not require from employees.
Employees are not required to:
disclose unnecessary medical detail
have a specific diagnosis before support is considered
know exactly what adjustment will work from the outset
tolerate disadvantage while an employer “waits and sees”
The right is to engage in a process aimed at removing disadvantage, not to present a perfect solution.
What employers must do when these rights apply
When the duty is triggered, employers are expected to:
engage in discussion about barriers at work
consider practical ways to reduce or remove those barriers
act within a reasonable timeframe
explain decisions clearly
explore alternatives if a specific request is not workable
ACAS sets out this expectation clearly in its guidance for employers:
https://www.acas.org.uk/reasonable-adjustments
Ignoring requests, delaying indefinitely, or making decisions based on assumption rather than evidence puts employers at risk.
What happens if rights are not respected?
If reasonable adjustments are not made when they should be, an employee may:
raise the issue informally or through HR
raise a formal grievance
seek early conciliation
bring a claim in an employment tribunal
Many cases never reach tribunal, but the risk and stress increase sharply when decisions are undocumented or inconsistent.
Why these rights often fail in practice
The law is clear. What usually fails is process.
Common problems include:
rights being understood differently by different managers
verbal agreements that are never written down
adjustments disappearing when roles or managers change
employees having to re-explain their needs repeatedly
None of these remove the legal right. They just make it harder to enforce.
Why structure protects employee rights
Legal rights are strongest when there is a clear record.
Employees are better protected when:
requests are captured clearly
discussions focus on barriers and impact
decisions and reasoning are written down
adjustments are reviewed over time
This is why structured approaches like Workplace Passports exist. They help ensure that legal rights are applied consistently, not dependent on who someone reports to.
TryMosaic supports this by giving organisations a simple, auditable way to capture adjustment needs, agree actions, and carry them forward over time, without forcing employees to start again each time something changes.
Next steps
Read more here
FAQs: legal rights to reasonable adjustments
Are reasonable adjustments a legal right in the UK?
Yes. They are a legal right under the Equality Act 2010, not optional guidance.
Do job applicants have the same rights as employees?
Applicants are protected during recruitment and selection and are entitled to reasonable adjustments in those processes.
Can an employer refuse reasonable adjustments?
An employer can refuse a specific adjustment if it is not reasonable, but they must still aim to remove the disadvantage and should explore alternatives.
Is failing to make reasonable adjustments discrimination?
Yes. Failure to make reasonable adjustments is a specific form of disability discrimination under UK law.
