When You Might Qualify for Workplace Adjustments Under UK Law

Why this matters

Many people with chronic immune conditions aren’t aware they may have legal grounds to request workplace adjustments, or they assume their condition isn’t serious enough to qualify. Understanding the legal threshold and what it covers may make it easier to ask for what’s needed.

Does the condition qualify

Under the Equality Act 2010, a condition qualifies as a disability if it’s a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities. Long-term means lasting or likely to last at least 12 months. Substantial means more than minor or trivial.

Many chronic immune conditions generally meet this definition, including rheumatoid arthritis, lupus, MS, and IBD. Conditions that are episodic or relapsing are also covered if they’re likely to recur. The condition doesn’t need to be severe every day to qualify.

What the duty to make reasonable adjustments means

Where a condition qualifies, employers are legally required to consider making reasonable changes to remove or reduce disadvantages faced at work. Reasonable means effective, practical, and not disproportionate to the size and resources of the employer.

Examples of adjustments that may be appropriate include flexible start and finish times to manage morning stiffness or fatigue, remote or hybrid working to reduce commute burden, additional rest breaks, adjusted duties during flares, ergonomic equipment, and phased returns after extended absence.

How to request adjustments

It may help to put the request in writing, explain how the condition affects work, and specify what adjustments might help. Framing the request around maintaining performance rather than listing difficulties tends to produce better outcomes. A brief supporting letter from a GP or specialist confirming the condition and suggesting adjustments isn’t required but could strengthen the case.

Employers should respond promptly, what’s reasonable will depend on the complexity of the request and the size of the organisation. Written reasons should be given if refusing. While not legally required, a meeting to discuss the request can sometimes help clarify needs and reach a practical agreement more easily.

Where a condition meets the legal definition of disability and a reasonable adjustment request is refused without justification, the refusal may in some circumstances constitute disability discrimination. Seek advice from Acas or a legal adviser before taking formal steps.

What you could do

• It may be worth reviewing the employer's flexible working and reasonable adjustments policy before making a request, as this sets out the formal process
• Keeping a record of how the condition affects work could help ground any request in specific, documented impact
• If a request is refused, seeking guidance from Acas on whether the refusal was lawful and what options might be available is worth considering

This article is for general information purposes only and doesn’t constitute legal, financial or benefits advice. For advice specific to your situation, please speak to a qualified professional or contact an organisation such as Citizens Advice, who may be able to assist you further.

References:

‘Definition of disability under the Equality Act 2010’ (2024) https://www.gov.uk/definition-of-disability-under-equality-act-2010

‘Equality Act 2010’ (2010) https://www.legislation.gov.uk/ukpga/2010/15/contents

‘Reasonable adjustments at work’ (2024) https://www.acas.org.uk/reasonable-adjustments