Requesting Reasonable Adjustments

Everyone should have a fair opportunity to apply for and do a job.

If you have a disability and something about applying for a job or doing your job puts you at a disadvantage, you can ask for a reasonable adjustment.

A reasonable adjustment is a change to the recruitment process or workplace that helps reduce or remove a disadvantage related to a disability. Adjustments can apply when you are applying for a job, attending an interview or assessment, or already working for an employer. 

What could a reasonable adjustment be?

Examples include:

  • Extra time for an assessment or task
  • Information provided in a different format
  • A quieter place to work
  • Changes to working hours or breaks

These are examples only. The appropriate adjustment will depend on the person, the job and the circumstances. 

Can I ask for an adjustment when applying for a job?

Yes. You can ask for a reasonable adjustment during the recruitment process.

For example, you might need:

  • An application form in a different format
  • An accessible interview location
  • More time for an interview test
  • A different way of completing an assessment

If you need an adjustment, it is helpful to ask as early as possible so there is time to arrange it. 

You could contact the employer or recruitment contact and say:

“I would like to request a reasonable adjustment for the interview. I would benefit from having additional time to complete the assessment.”

You do not need to use complicated language. Explain what would help you.

You do not need to wait until a difficulty becomes overwhelming before asking for support. If you already know that something is likely to create a barrier during an interview or at work, asking about adjustments early can give you and the employer more time to think about what might help. 

How do I ask for a reasonable adjustment?

You can make a request in different ways, such as:

  • By email or letter
  • In a meeting with your manager
  • By speaking to HR
  • By speaking to the recruitment contact
  • Through your employer’s formal process, if it has one

When making a request, think about:

  1. What am I finding difficult?
  2. How is it affecting me at work or during recruitment?
  3. What change might help?

You do not have to know exactly what adjustment will work. You can discuss possible options with your employer. 

What if I am not sure what adjustment I need?

That is ok. You might know that something is making work difficult without knowing exactly what change would help.

For example:

“I find it difficult to concentrate in a busy environment. Could we discuss whether there is a quieter place I could work?”

You and your employer can discuss different options. Sometimes an adjustment may need to be tried and then reviewed to see whether it is working.

Adjustments can change over time

Your needs may not stay the same. Your mental health, circumstances, responsibilities or the demands of your job can change, and an adjustment that worked well previously may stop being helpful.

If something is no longer working, speak to your manager or HR about whether it can be reviewed. Sometimes an adjustment may need to be changed, increased, reduced or replaced with another approach.

It can also be useful to agree when adjustments will be reviewed, particularly when you are starting a new job or returning after a period away from work.

What if I am worried about asking?

It is understandable to feel nervous about asking for an adjustment. You might worry about being judged, treated differently or seen as unable to do the job. Remember that needing an adjustment does not mean that you are incapable of working. Everyone has different needs and different ways of working effectively.

You can also ask for support when making the request. A trusted person, careers adviser, occupational health professional, disability adviser or another appropriate professional may be able to help you think through what would be useful.

You may find it helpful to write down what you want to say before speaking to your employer. You do not need to have a perfect conversation on the first attempt.

Reasonable adjustments and neurodiversity

Neurodivergence can affect people in different ways. Examples include ADHD, autism, dyslexia and dyspraxia.

Possible adjustments could include:

  • Clear written instructions
  • Extra time to complete tasks
  • A quieter working environment
  • Software or equipment that supports the person’s work

An adjustment that helps one person may not help another. It is important to discuss what would be helpful. 

Reasonable adjustments and mental health

Mental health can affect people in different ways and can change over time.

Possible adjustments could include:

  • Flexible working hours
  • Additional or more frequent breaks
  • A quieter working environment
  • Changes to workload or deadlines

The appropriate adjustment will depend on the person and the job. 

If you are finding work difficult because of your mental health, you can talk to your employer about what changes or support might help. You do not have to work out the solution by yourself. 


Do I need to tell my employer about my diagnosis?

You may be asked for information about a disability where this is relevant to arranging support, but you do not need to feel that you have to explain your entire personal or medical history.

It can often be more useful to focus on what you find difficult and what would help you. For example, rather than feeling you need to explain everything about your mental health, you might explain that a particular part of the recruitment process causes significant difficulty and discuss what change would make it more accessible.

If you are unsure about what information you need to share, you can ask the employer or seek advice from an appropriate organisation.

Does an employer have to agree to every request?

No.

A reasonable adjustment needs to be reasonable in the circumstances. What is reasonable can depend on the individual situation, the job and what is practical for the employer.

If a particular adjustment cannot reasonably be put in place, another option may be considered.

The employer should listen to the person requesting the adjustment, understand their situation and consider what support may help. 

What happens after an adjustment is agreed?

It is a good idea for agreed adjustments to be confirmed in writing, such as by email or letter.

Keep a record of what has been agreed. Adjustments may need to be reviewed if circumstances or the job changes. 

If an adjustment is no longer working, speak to your manager or HR about whether it needs to be changed.

What if my employer does not agree?

If an employer does not agree to a requested adjustment, they should explain their decision and consider whether another way of providing support may be possible. 

If you are concerned about how your request has been handled, you can raise the issue with your employer or HR.

If you need further advice about your situation, you can contact Acas or another appropriate organisation.

Further information