Resource guide
Reasonable Adjustments at Work
A practical guide for employers, managers, HR teams, and staff on what workplace adjustments look like, how they should be handled, and why consistency matters.
By Calling All Minds·Last updated April 2026
the whole work journey
Not just what happens after a request.
better process matters
Clarity reduces friction for everyone.
designed for real teams
Useful for HR, managers, and staff.
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Workplace adjustments are often where the Equality Act becomes most real for both the individual and the organisation.
Good adjustment practice at work should feel clear, respectful, and manageable. People should know how to raise a need, who will respond, what happens next, and how agreed support will be reviewed later.
Core
What the duty means at work
At work, reasonable adjustments are about reducing disadvantage for disabled job applicants, employees, workers, and in some cases contractors.
Adjustments may involve the role, the environment, communication, equipment, working pattern, or the way a task is organised. Many are simple and affordable. What matters most is whether the adjustment genuinely helps and is delivered consistently.
Core
Recruitment and onboarding
The adjustment conversation should not begin only after someone has struggled for months. Recruitment and onboarding matter too.
Before someone joins
Make the recruitment process usable. Offer accessible formats, more time where needed, and clear ways for people to raise adjustments safely.
During onboarding
Keep the process structured. Avoid burying essential guidance in long policy packs or overloaded portals.
After the first few weeks
Check in early. Some adjustments only become obvious once a person is doing the actual work.
Core
Communication and management
Many workplace barriers are created by communication habits rather than formal policy.
Clearer expectations
Written priorities, agendas in advance, realistic deadlines, and stronger follow-up notes can all reduce friction.
Better meetings
Shorter meetings, quieter ways to contribute, rest breaks, or fewer last-minute changes can make a big difference.
Core
Digital systems and tools
Workplace barriers are often embedded in software and process.
Intranets, learning systems, HR portals, expenses tools, dashboards, and support systems can all create disadvantage. Dense forms, confusing navigation, weak error messages, and overloaded interfaces are not just usability issues. They can become adjustment issues too.
Practice
Review and record keeping
Agreed support should not disappear because a manager changes or a team restructures.
Adjustments should be confirmed clearly, reviewed regularly, and updated when circumstances change. This is one of the biggest practical gaps in many organisations. People often end up repeating the same story to different managers or support teams because there is no clear system for continuity.
Reasonable adjustments at work
Acas guidance on what reasonable adjustments are and how they work at work.
Open source
Making and handling requests
Acas guidance on how requests should be made and handled.
Open source
Reviewing and keeping a record
Acas guidance on regular review and recording agreed support.
Open source
Practice
How AXS Passport helps
AXS Passport is designed to help organisations manage adjustment information more clearly and consistently.
It supports better continuity across managers, teams, and transitions. That helps reduce repeated disclosure and makes it easier for agreed support to travel with the person rather than being rebuilt from scratch each time something changes.
Turn reasonable adjustments into a clearer process
Good adjustment practice depends on listening well, recording clearly, reviewing regularly, and avoiding repeated disclosure. AXS Passport is designed to help organisations manage that process more consistently and with more dignity for the individual.