Why reasonable adjustments go beyond compliance. It’s good for business.

What’s the average cost of making reasonable adjustments for a disabled employee? I can’t give you a price but I can tell you the value.?

A decade ago Acas bought me an ergonomic chair, without which I would have been unable to stay in the job. It cost ￡800. Or is that ￡80 a year for 10 years? But think instead of the ￡000s saved in costs of recruitment and training to backfill me. That makes a strong business case for the chair.?

With 23% of working age people in the UK reporting a disability (according to a 2023 DWP survey), many sectors facing a labour shortage, and productivity an ongoing concern, it’s a good time for employers to think how they can better make reasonable adjustments for employees to perform at their best at work.??

There are many ways employers can remove or reduce barriers in the workplace Many of them are not at all costly or complicated but we know some businesses lack confidence in this area. There are some common misconceptions. There are tangible benefits of reasonable adjustments that every employer should know.?

What are Reasonable Adjustments??

Reasonable adjustments are the changes to practices or the work environment that an employer must, by law, make to avoid a disadvantage to disabled staff and job applicants. They are, by definition, reasonable. They could be as easy to do as adding an anti-glare screen to a computer monitor or providing written materials in a large font.?

At Acas we’re often asked what “reasonable” is. It depends on the size and nature of the workplace. What is reasonable for a large global finance firm might not be the same for a small independent car mechanic. It’s about what’s proportionate for the workplace and the person in the context of the benefit it brings.??

What are the benefits??

It’s easy to think of an upfront price of an adaptation and not see the full value it provides.??

This year my manager supported me to adjust my work schedule to enable me to work around a new health condition, then further supported me with extra check-ins. The cost was a few extra minutes of management time each week. The benefit is an engaged and productive employee (I flatter myself) rather than one who is struggling and ineffective or even off sick long term.?

I recently visited Matthew at Millwood Servicing, a small fire protection services company. I was struck by the range and value of the benefits making reasonable adjustments has brought to his business. His retention rates are exceptional, the majority of staff having worked there for more than ten years. His only recruitment costs are when they are expanding. And that retention brings further benefits. It keeps the skills and knowledge within the company, skills and knowledge which grow with time and increase in value to the business.??

He's found it’s enhanced their business reputation, not just to potential new recruits but to customers who engage with their values. In a world where customers increasingly make choices on the ethics of a company, that’s a great edge to have over competitors.?

When I spoke to staff they told me of the benefits of being able to work at their best, their increased motivation at work and their loyalty to the company. Any cost of the adjustments has been easily outweighed by their value.?

Types of reasonable adjustments?

Reasonable adjustments can take many forms. They could be changes to the physical environment such as ramps, clear signage, quiet spaces or dimmable lighting. They could be equipment such as an ergonomic computer mouse or assistive technology, for example free screen reading software.

Changes to working practices like working flexibly or remotely might also be a reasonable adjustment. Some people benefit from different communication options such as engaging with clear spoken instructions rather than long emails. There are many more examples in our resources below.?

Requests for Reasonable Adjustments?

Everyone’s health changes over time, so even the smallest employer should be prepared for conversations about adjustments. It’s always best to have trained and supported managers. Acas has training and free resources to help.??

The conversation doesn’t have to be daunting. It can be as straightforward as making some time to ask “How are you getting on? How we support you to be at your best at work?” and allowing the employee to talk about what would be good for them. The employee and employer should discuss the benefits and impacts of any requests for changes. If those adjustments don’t work for the business, keep talking and try to find an adaptation that works for everyone.??

Keep a written record and meet to review the adjustments regularly to make sure they are as effective as they can be.???

What now??

Reasonable adjustments will never be too expensive. The value is greater than the price.?

Not all employees know they can ask for reasonable adjustments. If you’re an employer, don’t leave your staff struggling in silence. Take a look at our resources and let all your staff know now that you can support them when they need it.??

Read our advice at www.acas.org.uk/reasonable-adjustments to get started.?

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