Policy is only useful if it works
Reasonable Adjustments Policy Template UK
A good policy should do more than say the organisation supports reasonable adjustments. It should explain how people ask, who reviews requests, how decisions are recorded and how support is reviewed.
Policy needs process
A policy without workflow is hard to follow.
Policy needs process
A policy without workflow is hard to follow.
What a reasonable adjustments policy should do
A reasonable adjustments policy should make the organisation’s approach clear and practical.
It should help employees understand how to ask for support. It should help managers understand what to do next. It should help HR and inclusion teams keep records, consistency and review in view.
The policy should not sit separately from the process. It should describe how the process actually works.
Suggested policy sections
Purpose
Explain why the policy exists and who it supports.
Scope
Set out who the policy applies to, including applicants where relevant.
Definitions
Explain reasonable adjustments in plain language.
Request route
Explain how someone can ask for adjustments.
Review process
Explain how requests are considered.
Records and confidentiality
Explain what is recorded, why and who can access it.
Implementation
Explain how actions are assigned and followed through.
Review
Explain when and how adjustments are revisited.
Policy wording examples
Use these as short example blocks, not a complete legal template.
Purpose wording
"Our organisation is committed to removing or reducing workplace barriers for disabled people and others with access needs. We will consider reasonable adjustments in recruitment, employment, communication, workplace processes and the working environment."
Request wording
"Employees, workers and applicants can request reasonable adjustments through their manager, HR or the agreed adjustment request process. Requests should be considered with sensitivity, respect and appropriate confidentiality."
Review wording
"Reasonable adjustments should be reviewed when a person’s role, manager, working pattern, workplace environment or support needs change."
What policies often miss
Many policies say the right things but do not explain the route from request to follow-through.
No clear request route
People do not know where to start.
No ownership
Managers and HR are unclear who acts next.
No review rhythm
Adjustments become outdated.
No record standard
Decisions live in emails or private notes.
No reporting
The organisation cannot see patterns or delays.
No link to systems
The policy is not connected to the tools people actually use.
From policy to practice
A policy creates expectation. A system creates follow-through. To make the policy operational, organisations need a way to manage the full lifecycle of an adjustment.
To make policy operational, you need to:
- receive requests
- record barriers and support needs
- assign ownership
- track status
- review support
- report on patterns and delays
How AXS Passport helps
AXS Passport helps organisations turn reasonable adjustment policy into a clearer operational process.
Request route
Give people a clearer way to explain access needs.
Records
Keep decisions and support information easier to manage.
Ownership
Make next steps more visible.
Review and reporting
Support review and organisational insight.
Turn policy into practice
AXS Passport helps organisations manage reasonable adjustment requests, records, ownership and review in one clearer process.