Types of reasonable adjustments in the workplace
Employers must make reasonable adjustments to help remove any disadvantages a disabled person might be facing in work compared to a non-disabled person. This is a legal requirement, and could be by:
- finding a different way to do something
- making changes to the workplace
- changing someone’s working arrangements
- providing equipment, services or support
Adjustments should help workers do their jobs, not push them to fit existing ways of working.
You could:
- make physical changes – like installing ramps, improving lighting or creating quiet spaces
- offer flexible working – like remote work, adjusted hours or job-sharing
- provide supportive technology – including screen readers, dictation tools or ergonomic equipment
- adapt communication methods – by using plain language, visual aids or alternative formats
- promote inclusive practices – like mentoring schemes, inclusive policies or disability awareness training
- modify job duties – by tailoring tasks to suit an individual’s strengths and needs
The social model of disability
The social model of disability suggests that society disables people by creating barriers. It's not their impairments or differences that disables them. It's sometimes called a "barriers-based" approach.
Barriers can be:
- physical – like no ramps or elevators
- attitudinal – like stereotypes about disabled people’s abilities
- procedural – like absence or performance policies that don’t account for disability-related needs
- environmental – like lack of signage for people with visual impairments
The social model encourages you to focus on removing barriers. You should use the social model to design your workplace so that everyone can access it, including people who have not disclosed a disability.
You can find out more about making your workplace accessible to everyone on GOV.UK.
Using the social model in your workplace
To follow the social model of disability, you should:
- build inclusion into your workplace from the start – not just when problems arise
- talk with disabled workers and value their lived experiences
- train managers to spot barriers and understand their legal responsibilities
- check adjustments regularly and update them when needed
- ask, listen and work together on solutions – avoid making assumptions
- get expert advice when needed, like from occupational health or Access to Work
By taking this approach, you meet your legal duties and help build a workplace culture based on dignity, respect and equality.