EMPLOYER RESPONSIBILITIES
Purpose
This page sets out the responsibilities employers must uphold when providing workplace adjustments. Its purpose is to ensure that organisations aligned with NWAF™ understand their legal, ethical, and organisational duties — and that disabled people experience fair, timely, and respectful treatment throughout the adjustments process.
Employers play a central role in creating safe, accessible, and rights‑based workplaces.
Core Responsibilities
Employers must:
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provide clear, accessible routes for requesting adjustments
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acknowledge requests promptly
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treat all requests with dignity, respect, and confidentiality
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avoid unnecessary delays or barriers
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involve the disabled person in discussions and decisions
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provide interim adjustments where possible
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communicate decisions clearly and accessibly
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ensure adjustments are implemented effectively
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review adjustments regularly
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prevent discrimination, negative treatment, or retaliation
These responsibilities apply across all teams, departments, and levels of leadership.
Legal Duties
Employers must act in accordance with national legal requirements, including:
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providing reasonable adjustments
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preventing discrimination
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ensuring fair treatment
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protecting disabled people from harm or disadvantage
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maintaining confidentiality and professionalism
Legal duties apply regardless of role, seniority, or organisational structure.
Leadership Responsibilities
Leaders must:
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embed adjustments into organisational culture and policy
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ensure staff understand their responsibilities
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allocate resources to support adjustments
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monitor organisational performance
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address delays, barriers, or poor practice
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model respectful, rights‑based behaviour
Leadership sets the tone for workplace culture.
Manager Responsibilities
Managers must:
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respond to requests promptly
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communicate respectfully and clearly
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involve the disabled person in discussions
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support implementation in daily practice
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monitor adjustments and raise concerns where needed
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ensure no one is treated negatively for requesting adjustments
Managers are responsible for day‑to‑day delivery of adjustments.
HR Responsibilities
HR teams must:
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maintain clear, accessible processes
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ensure consistency across the organisation
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support managers and staff
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record and monitor adjustments
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provide guidance on legal duties
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ensure policies reflect national standards
HR plays a key role in ensuring fairness and transparency.
What Disabled People Can Expect
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A respectful, safe process
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Clear information about their rights
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Fair, timely responses
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Adjustments tailored to their needs
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Protection from discrimination or negative treatment
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Transparent explanations of decisions
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A workplace that values their dignity and contribution
Employers must ensure disabled people feel safe, supported, and respected.
Why This Matters
Employer responsibilities are essential for fairness, dignity, and equal participation. When employers uphold these responsibilities, disabled people experience safer, more empowering workplaces — and organisational integrity is strengthened. This page supports the mission of NWAF™ to uphold rights, remove barriers, and promote national standards of workplace practice.
Version Information
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Version: 1.0
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Status: Published
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Approved by: Founder
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Last Updated: 19 February 2026