Reasonable adjustments at work: how the Equality Act protects you after injury
By Chris Salmon |
Updated: September 12, 2025
If you have been injured at work and your injury has a long-term impact on your health, your employer has a legal duty to support you. The Equality Act 2010 requires employers to make 'reasonable adjustments' to help employees with a disability or long-term health condition continue working.
At a glance
- The Equality Act 2010 protects employees with long-term injuries or health conditions.
- Employers must make reasonable adjustments to remove workplace barriers.
- Adjustments could include changes to duties, equipment, hours, or workplace layout.
- If your employer refuses, you may have grounds for a discrimination claim.
What are reasonable adjustments?
Reasonable adjustments are changes an employer makes to ensure a worker with a disability or long-term injury is not placed at a disadvantage compared with others. This duty applies to all employers, regardless of size.
Examples include:
- Providing adapted equipment, such as ergonomic chairs or voice recognition software
- Changing shift patterns to allow for medical appointments
- Allocating some duties to another team member if they aggravate your injury
- Allowing a phased return to work after time off
- Adjusting workplace layout, such as installing ramps or moving workstations
Who qualifies under the Equality Act?
You may be covered if your injury has a substantial and long-term effect on your ability to carry out normal daily activities. Government guidance defines ‘long-term’ as lasting, or being likely to last, 12 months or more.
Checklist: steps to take if you need adjustments
| Step | Action |
|---|---|
| 1. Get medical evidence | Ask your GP or specialist for a written note describing your limitations and needs. |
| 2. Review your role | Identify which tasks or working conditions are affected by your injury. |
| 3. Make a written request | Submit a formal request for adjustments to your employer or HR department. |
| 4. Keep records | Save copies of emails, letters, and any responses from your employer. |
| 5. Seek support | Contact your trade union or ACAS if you need guidance. |
| 6. Consider legal advice | If your employer refuses, speak to an employment solicitor about your options. |
What if my employer refuses?
If your employer refuses to make reasonable adjustments, this could amount to disability discrimination. You should:
- Raise the issue informally with your manager or HR department
- Put your request in writing and keep a copy
- Seek advice from your trade union if you are a member
- Contact ACAS for free and impartial advice
- If necessary, make a claim at an employment tribunal
How reasonable adjustments link to injury claims
Even if you are making a personal injury claim, your employer still has a duty to support you at work. A solicitor handling your compensation claim may also consider whether your employer failed in their legal duty under the Equality Act.
Real-world example
A warehouse worker injured his back while lifting heavy boxes. After several months off work, his doctor confirmed he could return but only to light duties. The employer initially refused, insisting the worker must perform full duties or not return at all. After legal advice, the worker requested adjustments under the Equality Act. The employer agreed to reallocate heavy lifting to colleagues and provided an adjustable workstation, allowing the worker to return safely.
External references
- GOV.UK: Rights of disabled people - outlines protections under the Equality Act, including at work.
- Equality Act 2010 - full legislation setting out rights and employer duties.
- ACAS: Disability at work - guidance on workplace adjustments and tackling discrimination.
- GOV.UK: Reasonable adjustments for disabled workers - official guidance on when employers must make changes.
About the author
Chris Salmon is a legal commentator and co-founder of Quittance Legal Services. He has written extensively about workplace accidents, employment rights and the claims process. Chris's work has been cited in national media and he regularly contributes practical guidance to help injured workers understand their options.
Last reviewed September 2025 by Chris Salmon
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