Getting Workplace Adjustments

Reasonable adjustments are changes that help reduce or remove barriers experienced by disabled people. They can apply during recruitment and once you are in work.

They might include changes to:

• the recruitment process
• the physical working environment
• working patterns or hours
• equipment, software or assistive technology
• communication methods
• how tasks are explained or managed
• training, supervision or induction
• sickness absence or appointment arrangements
• how work is organised or prioritised

Adjustments are individual. Two people with the same diagnosis or condition may need very different adjustments. The same person may also need different support depending on the role, employer, working environment or stage of recruitment.

You can ask for adjustments if you are applying for a role, attending an interview, completing an assessment centre, starting work, already in employment, undertaking an internship or completing work experience.

You may find this page useful if you are disabled, neurodivergent, have a long-term health condition, have a mental health condition, have a sensory or mobility impairment, have a specific learning difference, or have a fluctuating or recurring condition.

You do not need to use the word “disabled” in everyday life to ask for support. However, employers may use legal language such as “disability” and “reasonable adjustments” when discussing their responsibilities.

What is considered reasonable depends on the situation. An employer will usually consider whether the adjustment:

• would reduce or remove the barrier
• is practical to put in place
• is affordable
• is suitable for the role and working environment
• would affect the health and safety of others
• would change the basic nature of the role

Many adjustments are simple, practical and low cost. Others may need more discussion, planning or specialist advice.

If an employer cannot agree to a specific adjustment, they should consider whether there are other ways to support you.

You may already know what helps you. You might have used adjustments at school, college or university, or in previous jobs, internships, volunteering or extracurricular activities.

It can help to think about:

• What will I need to do during the recruitment process or in the role?
• What might create a barrier for me?
• What has helped me in similar situations before?
• What support have I used at university?
• What would help me demonstrate my skills fairly?
• What would help me manage energy, concentration, communication, sensory demands or mobility?
• What information does the employer need to understand my request?
• Do I want to discuss this with a careers adviser before contacting the employer?

Below are some examples of adjustments that may help you think about the types of support available and what might be useful in your own circumstances.

You may also find it useful to use an adjustment planner or access needs document. This can help you identify what support you need and explain it clearly to an employer. Useful tools include:

• Student Adjustments Planner
• MyPlus Students’ Club resources.

You can usually ask for adjustments by contacting the recruiter, HR team, hiring manager or named contact on the job advert. Some employers also ask about adjustments in their application form or recruitment portal.

When making a request, try to be clear and practical. You do not need to provide a full medical history. In most cases, it is enough to explain:

• that you are requesting adjustments
• the part of the recruitment process or job where you may experience a barrier
• what adjustment would help
• why it would help you demonstrate your skills or do the role effectively
• whether you would like to discuss this further

You can ask in writing, by phone or in a meeting. Putting your request in writing can be useful because it creates a record and gives the employer clear information to act on.

Guidance on how to share a disability, long term health condition or being neurodiversity with an employer can be found by visiting our page on Talking to Employers about Disability, Neurodivergence or a Health Condition. 

Access to Work is a UK Government scheme that can help people get or stay in work if they have a physical or mental health condition or disability.

Depending on your needs, Access to Work may provide support with:

• specialist equipment and assistive software
• support workers, such as BSL interpreters or job coaches
• travel to work if you cannot use public transport
• communication support at job interviews
• mental health support at work
• physical changes to the workplace
• support when working from home

Access to Work does not replace an employer’s legal duty to make reasonable adjustments. It may, however, be relevant if you need additional support beyond what your employer can reasonably provide.

You can apply for Access to Work once you have a job offer, are about to start work, are already in work, are self-employed, or need communication support for a job interview.

If you are self-employed, freelancing or running your own business, you may still be able to access support. Access to Work can sometimes support self-employed people, depending on eligibility and circumstances.

You may also want to explore business support, start-up advice, mentoring, funding and networks for disabled entrepreneurs. General guidance from EnSpire Oxford may also provide useful.

Adjustments may need to change over time. This could be because:

• your role changes
• your working pattern changes
• your health or access needs change
• you move team or manager
• the original adjustment is not working as expected
• new technology or support becomes available

It is useful to agree when adjustments will be reviewed and who you should contact if something is not working.

You can ask an employer how information about your disability, neurodivergence or health condition will be used, stored and shared.

• You might ask:
• Who will see this information?
• Will my line manager be told?
• What will colleagues be told, if anything?
• Can the focus be on the adjustment rather than the diagnosis?
• How will this information be recorded?

You can also explain your preference. For example:

“I am happy for HR and my line manager to know about the adjustments I need, but I would prefer not to share wider details unless necessary.”

An employer may ask for more information, suggest an alternative adjustment, or explain why they do not think a particular adjustment is reasonable.

If this happens, you could ask:

• Why has this adjustment not been agreed?
• Is there another adjustment that could meet the same need?
• Can we trial the adjustment for a set period?
• Can we review this after I have started?
• Is there someone in HR, occupational health or the EDI team who can advise?
• Could Access to Work be relevant?

If you feel you have been treated unfairly, you may want to seek advice from ACAS, the Equality Advisory and Support Service, Citizens Advice, Disability Rights UK or another appropriate organisation.

The sections above explain how workplace adjustments work, how to ask for them, and what to do if you need further support. The examples below are designed to help you picture what adjustments can look like in practice. They are not exhaustive, but they may help you start thinking about what could be useful during recruitment, once you are in work, or in relation to your own disability, neurodivergence or health condition.

You can ask for adjustments at any stage of the recruitment process, including application forms, online tests, interviews, assessment centres, presentations and written exercises.

It can help to find out what each stage involves before deciding what adjustments you may need. For example, you might ask whether there will be an interview, presentation, written task, group exercise, psychometric test or assessment centre.

Examples of recruitment adjustments include:

• extra time for online tests or written exercises
• rest breaks during assessments
• written instructions
• interview questions or themes in advance, where possible
• information about the format of the interview or assessment centre
• a clear timetable for the day
• accessible rooms and step-free access
• a quiet waiting area
• captioning, BSL interpretation or communication support
• permission to use assistive technology
• an online interview instead of an in-person interview, where appropriate
• an alternative format for an assessment, where appropriate
• flexibility around interview timings
• a named contact before or on the day

These are examples only. The adjustments you ask for will depend on the recruitment process, the role and what would help you demonstrate your skills fairly.

Workplace adjustments will depend on the role, employer, working environment and your individual needs. The same adjustment will not be right for everyone, and two people with the same diagnosis or condition may need different support.

Examples of workplace adjustments include:

• flexible start and finish times
• hybrid or remote working, where appropriate
• a quieter workspace or changes to lighting, seating or room layout
• noise-cancelling headphones or reduced sensory distractions
• assistive software, specialist equipment or adapted furniture
• written instructions, meeting agendas or summaries after meetings
• agreed priorities, deadlines and expectations
• regular check-ins with a line manager
• a workplace mentor, buddy or job coach
• support with planning, prioritising or managing workload
• changes to how meetings are organised
• permission to use cameras, captions or chat functions in online meetings
• accessible documents or communication formats
• support workers, interpreters or note takers
• accessible parking or travel support
• time off for medical appointments
• adjusted absence triggers for disability-related absence
• a phased start or phased return
• workplace risk assessments, where appropriate.

Neurodivergent students and graduates may find some of the following adjustments useful during recruitment or in the workplace:

• clear written instructions
• advance information about interview, assessment or work tasks
• interview questions or themes in advance, where possible
• extra time for tests or written exercises
• alternatives to timed assessments, where appropriate
• breaks during longer interviews, assessment centres or working days
• a quiet space before or during assessment activities
• direct and specific feedback
• support with planning, organisation and prioritisation
• meeting agendas in advance and written summaries afterwards
• clarity around workplace norms, communication styles and unwritten expectations
• flexibility around working patterns, where appropriate.

Students and graduates with disabilities, long-term health conditions or fluctuating conditions may find some of the following adjustments useful:

• accessible interview or meeting rooms
• step-free access and accessible toilets
• suitable seating or adapted equipment
• rest breaks
• flexibility around start times, finish times or working patterns
• home or hybrid working, where appropriate
• assistive technology
• communication support
• support workers or interpreters
• accessible parking or travel support
• time off for medical appointments
• changes to duties where appropriate
• a phased start or phased return
• workplace risk assessments
• support with fatigue management
• changes to lighting, noise levels or workspace setup

These are examples only. You may need some, all or none of these adjustments. Everyone’s needs are different, so it is important to think about what would help you in the specific role, recruitment process or working environment.

Your needs may also change over time, so it is reasonable to review adjustments if your role, workplace, health or circumstances change.