How to ask for reasonable adjustments at work
Reasonable adjustments can make a significant difference to your experience at work. Here’s how to identify what you need, start the conversation and work towards practical support.
For many disabled, neurodivergent and chronically ill people, navigating the workplace can involve barriers that other colleagues may not experience. These barriers might relate to communication, working environments, workload, working hours, recruitment processes, or how tasks are organised.
Reasonable adjustments are changes that can help remove or reduce these barriers, making it easier for you to do your job and participate at work.
However, asking for adjustments can sometimes feel daunting. You may be unsure what you can ask for, how to explain your needs or how your employer will respond.
You do not need to have all the answers before starting the conversation.
What are reasonable adjustments?
Reasonable adjustments are changes an employer can make to reduce disadvantage experienced by a disabled person at work.
Depending on your circumstances and role, adjustments might include:
Flexible start and finish times
Working from home or using a hybrid working arrangement
A quieter or more suitable workspace
Changes to lighting, seating or office equipment
Additional breaks
Adjustments to communication methods
Clearer instructions or written follow-up to meetings
Changes to how tasks are organised or prioritised
Additional time to complete certain tasks
Adjustments to recruitment, interviews or assessments
Time off for medical appointments or treatment
Access to assistive technology
Changes to workplace policies or procedures
The right adjustment depends on the individual, the barriers they experience, and the nature of their work. There is no single list of adjustments that will work for everyone.
Start by identifying the barrier
Before approaching your employer, it may help to think about what you are finding difficult and why. Rather than focusing only on a diagnosis or condition, consider the practical impact on your working life.
For example:
Do you find open-plan environments distracting or overwhelming?
Does fatigue make a long, fixed working day difficult?
Do unexpected changes make it harder to organise your workload?
Do you find verbal instructions difficult to retain without written information?
Does commuting affect your ability to work effectively?
Are meetings, lighting, noise or workplace layouts creating barriers?
Would a different working pattern help you manage your energy?
Is there equipment or software that would make a task more accessible?
Try to identify the specific situation, the impact it has and what might help.
For example:
“I find it difficult to concentrate in a busy office because of the noise and interruptions. Working from home for part of the week would help me focus and complete tasks more effectively.”
This gives your employer a clear starting point for discussing a possible solution.
Think about what helps you work effectively
You may already have strategies that help you manage your work. These can provide useful ideas when considering adjustments.
Think about:
Environments where you work best
Times of day when your concentration or energy is strongest
How you prefer to receive information
Whether you need additional processing or preparation time
What helps you manage fatigue, pain, sensory overload or stress
Equipment, software or tools that improve accessibility
How you can work most effectively while maintaining your responsibilities
You might not know exactly what adjustment to request. That is okay. You can explain the barrier and ask your employer to explore possible options.
You could say:
“I’m experiencing some difficulties with the current working arrangement and would like to discuss adjustments that could help me work more consistently. I’m not sure what the best solution is yet, but I’d welcome the opportunity to explore some options.”
Decide who to speak to
Depending on your workplace, you may be able to speak to:
Your line manager
Your HR team
An occupational health professional
A workplace wellbeing or inclusion lead
A trade union representative
An employee assistance programme
A trusted manager or colleague who can help you begin the conversation
If you feel comfortable, your line manager may be the most practical starting point because they understand your role and day-to-day responsibilities. However, you can ask HR or another appropriate person for support if that feels more accessible.
You do not have to disclose every detail about your condition or personal circumstances. Focus on the information needed to explain the barrier and identify appropriate support.
Put your request in writing
You can ask for a conversation verbally, but following up in writing can create a clear record of what was discussed.
Your message does not need to be lengthy. It could include:
A brief explanation that you would like to discuss reasonable adjustments.
The work-related barriers you are experiencing.
The adjustments you would like to explore, if you have ideas.
A request for a meeting or next steps.
For example:
Subject: Request to discuss reasonable adjustments
Hi Manager’s name,
I’d like to arrange a time to discuss some reasonable adjustments that may help me work more effectively.
I’m currently finding [briefly explain barrier] difficult, particularly because [explain the impact on your work].
I’d like to explore whether suggested adjustment or another suitable arrangement might help.
Please let me know a convenient time to discuss this.
Thanks, Your name
You can adapt this to suit your communication style and circumstances.
Be open to exploring different options
Your preferred adjustment may not always be possible in its original form. This doesn't necessarily mean the conversation has to end.
There may be alternative ways to reduce the same barrier.
For example:
If working from home every day is not possible, could you work remotely on specific days?
If a private office is unavailable, could you use a quieter space at certain times, or work from a fixed desk rather than a hot desk?
If additional time is not possible, could tasks be reprioritised or deadlines reviewed?
If meetings are difficult to process in real time, could agendas and written summaries be provided in advance?
The aim is to find an arrangement that supports you while taking the role's requirements into account.
It may also be helpful to agree a trial period and review date. This gives everyone an opportunity to see whether the adjustment is working or whether changes are needed.
Keep a record of what is agreed
Once you have discussed adjustments, ask for the agreed actions in writing.
Your record might include:
The adjustment being put in place
When it will start
Who is responsible for arranging it
Whether any equipment or assessment is needed
When the arrangement will be reviewed
What to do if the adjustment is not working
Keeping a record can help avoid misunderstandings and make it easier to revisit the arrangement if your circumstances change.
Your needs may also change over time. An adjustment that works well now may need to be reviewed later.
If the conversation feels difficult
It is understandable to feel nervous about asking for support. You may worry about being judged, misunderstood or seen as less capable.
Remember that requesting an adjustment is not a reflection of your value or commitment. The purpose of an adjustment is to help remove barriers so that you can work effectively.
If you find the conversation difficult, you could:
Take notes with you
Ask someone to help you prepare
Request the meeting agenda or questions in advance
Bring a trusted colleague or representative, where appropriate
Ask for time to consider a proposal before agreeing
Follow up in writing after the meeting
Seek advice from a union, disability organisation or employment adviser
You are allowed to take the process at a pace that works for you.
You do not have to navigate this alone
Reasonable adjustments can be an important part of creating a working environment where disabled people can contribute, develop and thrive.
The most important first step is often simply opening the conversation. You do not need to present a perfect solution or justify every aspect of your experience. Start with the barriers you are facing, explain what would help and work with your employer to explore practical options.
You deserve to have the support you need to work effectively.
Looking for support with your next career step?
At SIC, we understand that work and career decisions can raise questions about access, confidence, adjustments and finding an environment that works for you.
Our monthly virtual Career Clinics provide a supportive space to talk through career-related questions, explore options and identify practical next steps.
Find out more about SIC’s Career Clinics by signing up to our newsletter and be the first to know when a new date is added.
