Resource guide
Reasonable Adjustments at Work
Reasonable adjustments at work are practical changes that reduce barriers for disabled and neurodivergent people. They can affect recruitment, working patterns, communication, technology, management practice, physical environments and the way work is organised.
By Calling All Minds·Last updated May 2026
Explanation
Adjustments explained
Reasonable adjustments at work are changes an employer makes to remove or reduce a disadvantage related to disability. For neurodivergent and disabled employees, this might mean changing how tasks are communicated, how meetings are run, where work happens, how performance is managed or what tools are available.
The best workplace adjustments are not vague promises of support. They are specific, practical and owned by someone. They make it clear what will change, who will do it, when it will happen and when it will be reviewed.
Examples
Practical examples
| Workplace barrier | Possible adjustment | Why it helps |
|---|---|---|
| Fast verbal instructions | Written follow-up with actions and deadlines | Reduces memory load and avoids misunderstanding |
| Back-to-back meetings | Protected focus time and shorter meeting blocks | Creates space for recovery, thinking and delivery |
| Open-plan noise | Quiet space, hybrid working or noise-reducing equipment | Reduces sensory load and distraction |
| Unclear priorities | Weekly planning conversation and ranked task list | Makes expectations visible and manageable |
| Reading-heavy tasks | Text-to-speech, summaries or accessible formats | Reduces processing barriers without lowering standards |
| Timed recruitment test | Extra time or alternative assessment method | Assesses ability rather than speed alone |
| Fatigue or fluctuating condition | Flexible start times or phased return | Supports sustainable work and attendance |
| Manual note-taking | Recording, transcript or shared notes | Lets the person focus on the conversation |
Recruitment adjustments also matter. Timed tests, vague interview questions, inaccessible forms and noisy waiting areas can all become barriers. The aim is not to make selection easier, but to make it more accurate.
Access to Work is a government scheme that can provide grants for practical support, such as specialist equipment, travel to work or support workers. Learn more about Access to Work.
Responsibilities
Manager responsibilities
Managers do not need to diagnose. They need to listen, respond and help remove barriers.
| Manager behaviour | Why it matters |
|---|---|
| Ask what is making work harder than it needs to be | Moves the conversation from diagnosis to barrier |
| Confirm agreed changes in writing | Reduces uncertainty and protects continuity |
| Set a review date | Prevents adjustments becoming stale or forgotten |
| Involve HR or specialist support when needed | Keeps the process fair, informed and proportionate |
| Protect confidentiality | Builds trust and avoids unnecessary disclosure |
| Check implementation | Makes sure the adjustment actually happens |
Records
Recording adjustments
Workplace adjustment records should be useful rather than intrusive. They should capture enough information to support action, but not more personal detail than is needed.
A good record captures the barrier experienced, the adjustment agreed, who is responsible for implementation and when the next review will happen.
AXS Passport provides a structured way to record and preserve this context. Explore AXS Passport
Explore workplace support
From recruitment to daily delivery, reasonable adjustments make work more accessible and productive.