Equality Act Advice

Understanding Reasonable Adjustments in the Workplace

Reasonable adjustments help employers ensure that employees with a disability or long-term health condition can work on fair and equal terms. Under the Equality Act 2010, employers must actively consider reasonable adjustments where a health condition places someone at a disadvantage at work. This duty applies during recruitment, throughout employment, and when work circumstances change.

In practice, adjustments may involve working hours, job duties, equipment, workplace layout, or support arrangements. However, what counts as reasonable depends on the individual’s needs, the demands of the role, and the resources of the organisation. Crucially, the goal is not to lower standards, but rather to create safe, practical conditions that allow people to perform their role effectively and with dignity.

How Occupational Health Supports Employers and Employees

Occupational health advice plays a central role in making reasonable adjustment decisions. By providing independent, clinical guidance, occupational health professionals help employers understand how a health condition affects work and, therefore, what adjustments may offer meaningful support. As a result, organisations can make informed, consistent decisions that stand up to legal scrutiny.

Equally, for employees, occupational health input offers clarity and reassurance. Their health is considered confidentially and objectively, while clear recommendations help reduce uncertainty and prevent misunderstandings. Consequently, early intervention becomes more achievable, which often supports retention and reduces avoidable absence.

At Global OHS, we tailor advice to the individual, the role, and the working environment. By doing so, we help employers meet their Equality Act obligations while also balancing employee wellbeing with operational requirements.