What to do next
Find out what to do after you've considered an employee's request.
What you must do if an adjustment is not considered ‘reasonable’
If a request stops us from being able to deliver our services and commitments, is disproportionately expensive or unsafe for anyone, and it has not been possible to identify a reasonable or workable compromise, you may have to refuse the request.
Advice must be sought from your HR Business Partner before this decision is taken. In these cases, managers must present very clear and specific reasons for not being able to meet all needs, considering the criteria set out above, and communicate those reasons to the employee.
Where a request cannot be met, all reasonable steps should be taken to ensure an alternative can be put in place to reduce or remove the barrier identified.
Implement agreed workplace adjustments
Ensure you have a discussion with the member of staff about the outcome of their reasonable adjustment, and a record is kept to reflect this.
Some adjustments may be easy and quick to implement (e.g., purchasing an ergonomic mouse). Others may require support from other colleagues and teams.
Find out more about types of adjustments and teams who can assist you.
It is important to plan for adjustments as early as possible, as some adjustments may take time to put in place once agreed.
It is your responsibility to ensure adjustments are implemented.
If other teams are supporting the request, you must monitor this to ensure it is being progressed quickly, updating the employee on its progress.
Paying for workplace adjustments
Where a workplace adjustment has been approved, the implementation must not be delayed unnecessarily.
You must identify the correct budget, payment method, and further approval (when required) following the correct process.
Recording and reviewing outcomes
When adjustments are being implemented, they should be recorded and regularly reviewed with the member of staff to ensure they are working as intended.
Adjustments should be reviewed annually, unless the individual experiences a change of circumstances to their health condition or situation requires an early review.