Office of the President and Provost (Equality, Diversity & Inclusion)


Examples Of Reasonable Adjustments

Examples of reasonable adjustments

Below are some examples of common reasonable adjustments. If you are looking for examples of reasonable adjustments for a specific condition, it may be helpful to look at national charities or organisations for that condition, as they often have information on their websites.

  • Making adjustments to premises – for example, structural or physical changes such as widening a doorway or moving furniture for a wheelchair user
  • Acquiring or modifying equipment, electronic or other materials, provision of aids and adaptions – for example, adapted keyboard for a visually impaired person or someone with arthritis.
  • Additional support and/or help with personal care
  • Allowing the disabled person to be absent during working hours for rehabilitation, assessment or treatment - for example, to attend physiotherapy or group therapy or to undertake employment rehabilitation
  • Allocating some of the disabled person's duties to another person - for example, if a job occasionally involves taking files to another floor, this task could be transferred away from someone with restrictions on their mobility
  • Altering the disabled person's working hours - for example, allowing flexible working hours to enable additional breaks to overcome fatigue or changing hours to fit in with the availability of a support worker or driver
  • Providing additional services such as a reader, sign language interpreter or materials in Braille
  • Training staff to work with disabled people and to provide appropriate adjustments
  • Giving the disabled person, or arranging for them to be given, training - this could be training in the use of particular pieces of equipment unique to the disabled person, or anything appropriate for all employees but that needs altering because of the disability or finding new ways of the disabled person using existing, proven skills
  • Organising a gradual re-entry to the job to rebuild confidence and check adjustments are effective - the OHW provides advice on this
  • Transferring the disabled person to fill an existing vacancy - if an employee becomes disabled, or has a disability which worsens, so they cannot carry on with their current role, and there is no reasonable adjustment which would enable them to do so, then the disabled person should be considered for any suitable alternative posts available
  • Assigning the disabled person to a different place of work - for example, moving the person to other premises, if this is possible or appropriate.

    Find out more about funding reasonable adjustments

    Supporting Disabled and Neurodivergent staff at UCL: guidance for staff and their line managers