Reasonable adjustments are a vital part of supporting employees with disabilities, yet myths surrounding them often prevent businesses from implementing effective and beneficial changes. Under the Equality Act 2010, employers are required to make reasonable adjustments for employees with disabilities, but several misconceptions still exist.
Let’s clear up some of the most common misunderstandings.
Many people believe that reasonable adjustments are only necessary for employees with visible, physical disabilities. However, the Equality Act 2010 covers a broad range of disabilities, including mental health conditions, sensory impairments, and neurodivergent conditions such as autism and ADHD.
Reasonable adjustments are designed to support employees whose disabilities affect their ability to perform at work, regardless of whether the condition is visible or not. Employers should focus on the specific needs of each individual, making adjustments to ensure they can carry out their job effectively and have equal opportunities in the workplace.
A common myth is that reasonable adjustments will be expensive and challenging to implement. However, research shows that the average cost of a reasonable adjustment in the UK is just £75 per individual, according to the British Disability Forum. Many adjustments are completely free of charge. For example, changes such as flexible working hours, offering extra breaks, or allowing remote work can be made without incurring any cost.
In cases where adjustments do require funding, employers can access Access to Work funding, a government scheme that can help cover the cost of adjustments, further alleviating the financial burden on businesses.
Some employers mistakenly believe that employees must provide detailed information about their condition before any adjustments can be made. In fact, while employers are entitled to ask for enough information to understand the impact of the condition on the employee’s work, there is no obligation for employees to disclose every aspect of their medical history.
The focus should be on the specific barriers the employee faces and what practical steps can be taken to support them. Employees should feel comfortable disclosing only what is necessary for them to receive the appropriate support, without feeling pressured to share sensitive medical details.
Another misconception is that once a reasonable adjustment is made, it’s permanent and cannot be adjusted. In reality, adjustments should be regularly reviewed to ensure they are still effective. As an employee’s condition or role changes, so too may their needs for adjustments.
For example, an employee with a mental health condition might require different support over time as their treatment progresses or as they take on new responsibilities. Employers should maintain an open dialogue with employees to ensure the adjustments remain suitable and continue to support their wellbeing and performance.
Some employers worry that providing reasonable adjustments will give employees an unfair advantage or create resentment among colleagues. However, reasonable adjustments are about equity, not privilege. The goal is to level the playing field by removing barriers that might prevent disabled employees from performing their work effectively.
Equity means recognising that different individuals face different challenges and providing the support needed to ensure fair treatment. By fostering a culture of fairness and inclusivity, businesses create a diverse and productive workforce that benefits everyone.
Debunking these myths is crucial for creating an inclusive and supportive workplace. Reasonable adjustments are not just a legal requirement under the Equality Act 2010 but also a cornerstone of building a fair and equitable work environment. The average cost of a reasonable adjustment is minimal—just £75 per employee on average, with many being free. Plus, government schemes like Access to Work can cover additional costs, ensuring affordability for businesses.
By embracing reasonable adjustments, employers are investing in their workforce, improving employee satisfaction, and fostering innovation through diversity. Inclusive workplaces benefit everyone—employees feel valued and empowered, while businesses thrive with higher retention, reduced absenteeism, and increased productivity.
