The reasonable adjustments an employee needs will depend on their symptoms. You can find more information about the different symptoms of long-term conditions on the Symptoms page.
Reasonable adjustments at work can help people do their job more easily. Reasonable adjustments should always be discussed before any changes are made to the workplace. This should happen in a one-to-one meeting between the employee and their manager. An employee can bring someone with them to a one-to-one meeting if they want to. This could be a supportive colleague or a union representative.
- taking regular rest breaks
- working more flexibly, for example starting later or working from home
- changing the workspace, such as having a quieter, cooler, warmer or darker area
- a manager understanding that the employee’s performance might change each day, depending on symptoms
- new or special equipment to make working easier
- reducing how much someone needs to walk - working on the ground floor or near the toilets for example
- making travel easier, such as giving a car parking space close to the entrance
- changing duties if some tasks are too hard - some employees may find it difficult to stand or talk for too long
- sitting down when possible or working with others on physical tasks
- choosing the best way to communicate for that person, like email or face-to-face
- the employee having daily time to plan their own day so they can work around their symptoms
- changing or reducing some work tasks for a while
- having regular check-ins between the employee and their manager – this is where an employee can talk about how they are feeling or managing
- enabling an employee to do things to help their mood in work time
- quiet, uninterrupted working time
- extra time to finish tasks and ask questions
Employees should try to book medical appointments outside work time. If they can’t, their manager should still let them go during work’s time.
Important medicine must be easy to reach.
Managers should support employees to use strategies that help them manage their symptoms.
If the employee agrees, it can help for colleagues to know about some of the changes in place. This can help with wider support in the workplace.
A referral to Occupational Health if available.
A workspace assessment. This is when someone checks the workspace. They might suggest changes that could make work easier.
Absence triggers may be changed to help support with a long-term condition. Managers may ask Occupational Health for advice.