Workplace Accommodations UK – What You Need to Know

If you’re dealing with a health condition, disability, or even a temporary injury, you shouldn’t have to choose between work and wellbeing. In the UK, the law backs you up and most employers want to keep you productive. This guide breaks down the basics, shows you how to ask for changes, and gives real‑world examples you can use right away.

Understanding Your Rights

The Equality Act 2010 is the cornerstone of workplace adjustments. It says employers must make reasonable adjustments for anyone protected by the Act – that includes physical disabilities, mental health conditions, chronic illnesses, and more. "Reasonable" means the change shouldn’t be a huge financial or operational burden. If the adjustment is too costly or impractical, the employer can explain why and suggest alternatives.

Typical adjustments include flexible hours, modified workstations, assistive technology, or a quieter office space. The law also protects you from being treated unfairly while you request or use adjustments. That means you can’t be dismissed or bullied because you need help.

How to Request Adjustments

Start with a clear, brief request. Write an email or fill out your company’s internal form, stating the condition (you don’t need to give full medical details) and the specific changes you think would help. For example: "I need a standing desk to manage my back pain" or "I would benefit from a noise‑cancelling headset due to migraines." Attach any doctor’s note that supports your request – this speeds up the process.

Next, give your employer a chance to respond. They’ll likely arrange a meeting to discuss options. Be open about what works for you and ask about any concerns they have. If they suggest an alternative, weigh it against your needs – sometimes a slightly different solution works just as well.

If the employer refuses or offers an adjustment that doesn’t actually help, you can raise the issue with your HR department or use the Acas early conciliation service. In most cases, a calm, factual approach leads to a solution without needing formal complaints.

Remember, adjustments aren’t a one‑off thing. If your situation changes, you can ask for new changes. Employers are required to keep the conversation going and review accommodations regularly.

For small businesses worried about costs, many adjustments are inexpensive – think ergonomic mouse pads, screen‑reading software, or a simple schedule change. Government resources and charities also offer guidance and sometimes free tools to help both sides.

Bottom line: you have legal protection, your employer has a duty to help, and a straightforward request can unlock the support you need. Use this guide as a checklist, keep communication friendly, and you’ll likely find a workable solution that keeps you productive and comfortable at work.