From legal duty to clear process
Employer Duty to Make Reasonable Adjustments
The duty is not just a policy statement. Employers need a practical way to recognise barriers, consider requests, record decisions, assign ownership and review support over time.
The duty needs a process
Good records help good decisions stand up.
The duty needs a process
Good records help good decisions stand up.
What the duty means in practice
Employers must make reasonable adjustments where required so disabled workers are not placed at a substantial disadvantage compared with non-disabled workers.
In practical terms, this means employers need to pay attention to barriers in recruitment, work arrangements, communication, physical access, technology, policies and management processes.
Where the duty can arise
Recruitment
Application forms, interviews, assessments and communication.
Working arrangements
Hours, location, breaks, hybrid work or phased return.
Policies and processes
Absence, performance, grievance, discipline or promotion processes.
Equipment and technology
Assistive tools, accessible systems or ergonomic equipment.
Physical environment
Access routes, desks, lighting, noise or workspace design.
Management practice
Feedback, check-ins, workload planning and communication.
What employers should be able to show
A good process should help employers show that support is considered, recorded and reviewed.
The barrier was understood
The organisation considered how the person was disadvantaged.
The request was considered
The adjustment was reviewed in context.
Alternatives were explored
If one option was not possible, other options were considered where appropriate.
The decision was recorded
The outcome and reasoning were documented.
Ownership was clear
Someone knew who needed to act next.
Review was planned
Support was not left to become outdated.
Common employer mistakes
Waiting for perfect wording
The duty may arise even if the person does not use formal legal language.
Treating adjustments as favours
Reasonable adjustments are not perks. They are support to reduce barriers.
Recording too little
A vague note is not enough when decisions need to be understood later.
Forgetting review
Support needs can change when roles, managers or circumstances change.
From duty to management system
A reasonable adjustment duty needs an operational process behind it. Without structure, even well-intentioned support can become inconsistent.
Employers need to know:
- how requests are raised
- who reviews them
- how decisions are recorded
- who owns implementation
- how support is reviewed
- how patterns are reported
How AXS Passport helps
AXS Passport helps organisations manage the practical side of reasonable adjustments.
Request route
Give people a clearer way to explain access needs.
Decision records
Keep adjustment decisions easier to understand.
Ownership
Assign next steps and reduce ambiguity.
Review and reporting
Track support over time and understand organisational patterns.
Turn duty into a clearer process
AXS Passport helps organisations manage reasonable adjustment requests, records, ownership and review.