What is a Reasonable Adjustment?
A Guide to Neuroinclusive Workplaces
Creating an inclusive workplace isn’t just ethical—it’s essential. One of the key ways organisations can foster inclusivity is by providing reasonable adjustments. But what does this term actually mean, and why is it important? This blog unpacks the concept, explains its legal context in the UK, and explores reasonable adjustments examples that illustrate its significant value.
What Are Reasonable Adjustments?
Reasonable adjustments are modifications or accommodations made to reduce workplace barriers for individuals with disabilities or conditions, including neurodivergence. Under the Equality Act 2010, employers in the UK are legally required to implement these changes, ensuring that employees can work without substantial disadvantage compared to their peers. Adjustments can take many forms, including physical, technological, process-related, and human-centric changes. What makes an adjustment “reasonable” depends on:
Effectiveness
Does it tackle the barrier?
Cost
Is it proportionate to the organisation’s resources?
Practicality
Can it be implemented without causing significant disruption?
At its core, a reasonable adjustment aims to level the playing field, not to grant special treatment.
Real-World Reasonable Adjustments Examples
Physical Adjustments
Flexible Working Hours
Allowing a later start time for employees who struggle with strict morning routines due to ADHD or other conditions.
Quiet Workspaces
Providing a desk in a low-stimulation environment for employees who find open-plan offices overwhelming.
Technological Adjustments
Reminders
Utilising digital tools to assist employees with executive function challenges in keeping on top of tasks.
Assistive Software
Offering text-to-speech tools for dyslexic employees to improve productivity.
Human-Centric Adjustments
Simplified Task Delegation
Breaking complex tasks into smaller, manageable steps reduces risks of miscommunication or overwhelm.
Coaching
Pairing neurodivergent team members with a coach who understand their needs and can provide tailored guidance.
Cultural Adjustments
Neurodiversity Awareness
Educating teams to cultivate empathy and dispel misconceptions about neurodivergence.
Open Dialogue
Encouraging employees to share their preferred working styles without fear of judgment.
What Makes an Adjustment "Reasonable"?
The reasonableness of an adjustment depends on:
Effectiveness
Does it significantly reduce the barrier for the employee?
Proportionality
Is the cost manageable for the organisation?
Individuality
Is the adjustment customised to the employee’s specific needs?
For example, providing noise-cancelling headphones might be a straightforward adjustment for one organisation, but renovating office spaces for sensory accommodations may not be feasible for another.
UK Legislation: What Employers Need to Know
Under the Equality Act 2010, employers must make reasonable adjustments to:
- Remove or reduce barriers that place employees at a substantial disadvantage.
- Anticipate and address the needs of disabled employees proactively.
- Avoid unnecessary delays in implementing adjustments.
Failure to make reasonable adjustments can result in discrimination claims, harming both employee trust and organisational reputation. Neurodivergent conditions such as ADHD, autism, and dyslexia fall under this legislation, making it essential for employers to understand and meet their responsibilities.
The Human Element of Reasonable Adjustments
Customisation is the cornerstone of meaningful engagement adjustments.
Building a Culture of Adjustments
Reasonable adjustments aren’t just about compliance—they’re an opportunity to foster a culture of inclusion and belonging by developing a sensitivity to individual needs.
Here’s how organisations can lead the way:
Regular Feedback Opportunities
Identify potential barriers and seek employee feedback.
Invest in Manager Training
Equip leaders with the skills to support neurodiverse teams effectively.
Promote Open Communication
Encourage employees to share their needs without fear.
Case Study: Tailored Solutions in Action
Scenario: A marketing agency hired a creative designer with ADHD. Despite their talent, they struggled to meet deadlines, causing frustration on both sides.
Adjustments
- Tasks were assigned earlier in the week when focus levels were highest.
- A visual task board with deadlines was implemented.
- Short breaks were encouraged during intensive creative sessions.
Outcome
The employee’s productivity and morale soared, demonstrating how small, thoughtful adjustments can unlock potential.
The Business Case for Reasonable Adjustments
Embracing Reasonable Adjustments drives measurable benefits, including:
Improved Retention
Employees who feel supported are less likely to leave.
Enhanced Innovation
Diverse teams bring fresh perspectives and creative solutions.
Stronger Employer Branding
Inclusivity attracts top talent and enhances reputation.
For example, a tech firm’s introduction of a “quiet hour” policy not only supported neurodivergent employees but boosted productivity across the board.
Conclusion
Creating reasonable adjustments is essential for nurturing an inclusive workplace where every employee can flourish. By adopting a collaborative and personalised approach, organisations can tap into the full potential of their teams while also fulfilling legal requirements. In the UK, the Equality Act 2010 offers a solid foundation for businesses to champion neuroinclusion. At its heart, reasonable adjustments are simple: when workplaces are made for everyone, everyone gains. By investing in these adjustments today, organisations are paving the way for a brighter, more equitable future tomorrow.
Ready to learn how NeuroBridge can help your organisation implement effective adjustments?
Contact us today to start your journey towards a more inclusive future.
