Your right under UK law to ask for practical changes so disability does not unfairly hold you back.
Information and advice
Under the Equality Act 2010, organisations must make reasonable adjustments when their practices, premises or communication put you at a substantial disadvantage compared to non-disabled people. It is not just about fairness – it is a legal requirement. This means they must anticipate needs and act in advance, not wait for issues to arise. You are not expected to pay – the cost is the responsibility of the organisation.
You can ask for changes that remove barriers caused by your disability.
Adjustments come in many forms, depending on need.
Reasonableness is judged objectively by circumstances.
Sometimes organisations refuse adjustments; here is what to do.
We are not a crisis service.
If you feel you might harm yourself or are in immediate danger, call 999.
Guidance on employer duties and practical examples.
Information on anticipatory duty and tailoring adjustments.
Support to assert your needs, understand your rights and request adjustments confidently.
Financial and practical help when adjustments require specialised support or equipment.
No. You are protected if your condition has a substantial long-term effect, diagnosed or not.
Yes. If adjustments would cause disproportionate burden, it may be reasonable to refuse – but low-cost, effective changes are expected.
No legal requirement, but it is best practice to request written confirmation for clarity and records.
You can ask for reviews or updates to your adjustments as your situation or job changes.