Reasonable Adjustments: Why Getting It Right Matters

Reasonable Adjustments: Why Getting It Right Matters

At Edward Harte Solicitors, we believe that everyone should be able to work comfortably, confidently and to the best of their ability. For us, this is not just about meeting legal requirements. It is about creating a workplace where people feel supported, understood and valued.

Within our own team, we have seen first-hand how thoughtful, practical adjustments can make a real difference. One of our team members lives with a disability and is also a para dressage rider, balancing a professional career alongside training and competing in their sport. Their experience highlights how positive and effective reasonable adjustments can be when employers take the time to get them right.

A Real Experience From Within Our Firm

One member of our team shared the following about their experience at Edward Harte Solicitors:

“I am a para dressage rider with a disability, and I am extremely lucky to work for a firm who have bent over backwards to make appropriate allowances for me, so that I am comfortable and able to do my job to the best of my ability.

But this is not the norm. Lots of my friends with disabilities or additional needs have terrible trouble with their employers who simply won’t make reasonable adjustments to meet their needs.”

— A member of the Edward Harte Solicitors team

What stands out from this is that the adjustments made were not extreme or disruptive. They were sensible, considered changes based on open conversations and a willingness to listen. The result has been a positive working environment where ability is prioritised over barriers.

Unfortunately, this experience is not shared by everyone.

The Reality for Many Employees With Disabilities

For many people with disabilities or additional needs, the workplace can be challenging. We regularly hear about individuals who struggle to get even basic adjustments agreed, despite those adjustments being entirely reasonable.

Often, people are not asking for special treatment. They are asking for small changes that allow them to work safely, comfortably and effectively. This might include flexibility around working hours, adjustments to a workstation, changes to working patterns, or understanding around medical appointments and energy levels.

When these requests are ignored or refused, employees can feel excluded or undervalued. Some reduce their hours, change roles unnecessarily, or leave employment altogether, even though they are fully capable of doing the job with the right support in place.

What Are Reasonable Adjustments?

In simple terms, reasonable adjustments are changes that remove barriers for someone with a disability. What is reasonable will depend on the individual and the workplace, but the aim is always the same. Employers should take steps to ensure disabled employees are not placed at a disadvantage.

This is not about lowering expectations or standards. It is about creating fair conditions so everyone has an equal opportunity to succeed at work.

Many employers want to do the right thing but are unsure what adjustments are appropriate or worry about getting it wrong. In reality, starting a conversation and being open to solutions is often the most important first step.

Why Awareness Is So Important

Disability and additional needs are far more common than many people realise. Around 15 percent of the world’s population lives with a disability. This is highlighted by the global movement WeThe15, which aims to increase visibility and inclusion for disabled people worldwide.

Greater awareness helps employers understand that reasonable adjustments are not unusual or rare. They are a normal part of modern working life and an important part of creating inclusive workplaces.

Employment Beyond Individual Cases

Across employment more broadly, reasonable adjustments often make the difference between someone staying in work or being pushed out of it. When adjustments are made early and with care, employees are more likely to feel engaged, confident and productive.

From an employer’s perspective, this also makes good business sense. Supporting staff properly can reduce absence, improve retention and prevent disputes. Creating an inclusive workplace benefits teams as a whole, not just individuals.

The Same Challenges in Education

These issues do not stop at employment. Similar challenges exist in education, where children and young people with disabilities or additional needs may struggle to access the support they need.

When reasonable adjustments are not made in schools, colleges or universities, the impact can be long-lasting. Education plays a vital role in shaping confidence, opportunity and future employment prospects. Without appropriate support early on, barriers can carry through into adult life and the workplace.

As with employment, small, thoughtful adjustments in education settings can make a significant difference to outcomes.

Getting It Right Makes a Real Difference

Our experience at Edward Harte Solicitors shows that getting reasonable adjustments right does not need to be complicated. It starts with listening, understanding individual needs and being willing to adapt.

When people feel supported, they are better able to focus on their work, develop their skills and contribute fully. Inclusion is not just a legal responsibility. It reflects good practice, strong values and a commitment to treating people fairly.

How Edward Harte Solicitors Can Help

We regularly advise employers, employees and individuals in education settings on issues relating to equality, workplace rights and reasonable adjustments. Whether you are an employer looking to understand your responsibilities, or someone who feels unsupported at work or in education, we can offer clear, practical advice tailored to your situation.

If you would like to speak to our team, please get in touch.

The content on this blog is provided for general information purposes only. It does not constitute legal or professional advice and should not be relied upon as such. Specific advice should be obtained in relation to your particular circumstances. No solicitor–client relationship is created by your use of this site or contact via it. Content is provided ‘as is’ and may not reflect the most current legal developments. Please contact us if you require any further information.