When support is questioned
Can My Employer Refuse Reasonable Adjustments?
A refusal should not be a vague “no”. Employers should consider the request, the barrier, the likely benefit, practicality and context. If support is refused, the reason should be clear and recorded.
A refusal should explain
Clear records matter when decisions are difficult.
A refusal should explain
Clear records matter when decisions are difficult.
The careful answer
An employer has a legal duty to make reasonable adjustments where required. That does not mean every requested adjustment must automatically be agreed exactly as requested.
Whether a refusal is appropriate depends on the facts: the barrier, the role, the proposed adjustment, cost, practicality, resources, health and safety, the likely benefit and whether alternatives were considered.
What should happen before a refusal?
Request understood
The employer should understand the barrier and proposed adjustment.
Context considered
The role, workplace and impact of the barrier should be considered.
Alternatives explored
If the exact request is not possible, alternatives should be discussed where appropriate.
Decision explained
The reason for the decision should be clear.
Review route agreed
There should be a way to revisit support if circumstances change.
Reasons an adjustment may be difficult
Factors that organisations may consider when assessing a request.
Practicality
The adjustment may be difficult to implement in that specific role or environment.
Cost and resources
Cost may be relevant, depending on the organisation and support available.
Effectiveness
The adjustment may not address the barrier, or a different option may be more effective.
Health and safety
Some adjustments may require careful risk assessment.
Impact on the role
The request may affect essential requirements, but this should be considered carefully.
Alternatives
A different adjustment may reduce the barrier more proportionately.
What to ask if support is refused
If an adjustment is refused, it is reasonable to ask for clarity.
What was considered?
Ask how the request and barrier were assessed.
Why was it refused?
Ask for the specific reason, not a vague statement.
Were alternatives considered?
Ask whether another adjustment could reduce the same barrier.
Can the decision be reviewed?
Ask when or how the decision could be revisited.
Is there a formal process?
Ask whether there is a grievance, appeal or review route.
Why records matter
When reasonable adjustment requests are refused, records become especially important. Without records, both the employee and employer may struggle to understand what happened.
A useful record should show:
- what was requested
- what barrier was being addressed
- what information was considered
- what decision was made
- why the decision was made
- whether alternatives were discussed
- when the decision can be reviewed
How AXS Passport helps
AXS Passport helps organisations manage adjustment requests with clearer structure, records, ownership and review. It does not decide what is reasonable. It helps ensure the process is clearer, better recorded and easier to follow through.
Clear request record
Capture the barrier, request and context.
Decision history
Record outcomes and reasoning more consistently.
Ownership
Show who is responsible for the next step.
Review
Revisit support when circumstances change.
Make adjustment decisions clearer
AXS Passport helps organisations manage requests, decisions, records and review in one clearer process.