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MONITORING & REVIEWING ADJUSTMENTS

Purpose

This page explains how workplace adjustments must be monitored and reviewed to ensure they remain effective, relevant, and supportive. Its purpose is to ensure that organisations aligned with NWAF™ maintain ongoing responsibility for adjustments — not just at the point of implementation, but throughout the disabled person’s employment.

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Monitoring and reviewing adjustments protects dignity, safety, and equal participation.

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Why Monitoring Matters

Monitoring ensures that adjustments:

  • continue to meet the individual’s needs

  • remain effective over time

  • adapt to changes in role, health, or environment

  • prevent barriers from re‑emerging

  • support safe and sustainable working

  • uphold rights‑based practice

Adjustments are not static — they must evolve with the person.

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What Employers Must Do

Employers must:

  • check in with the disabled person regularly

  • review adjustments at agreed intervals

  • update adjustments when needs change

  • address issues or barriers promptly

  • ensure managers understand their responsibilities

  • record reviews clearly and confidentially

  • escalate concerns where needed

Monitoring is an ongoing organisational duty.

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When Reviews Should Happen

Reviews should take place:

  • after initial implementation

  • at regular intervals (e.g., quarterly or bi‑annually)

  • when the disabled person requests a review

  • when job duties or environment change

  • when health or access needs change

  • when adjustments are not working effectively

Reviews must be flexible and responsive.

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How Reviews Should Be Conducted

Reviews must be:

  • respectful

  • collaborative

  • transparent

  • accessible

  • centred on the disabled person’s experience

 

A review may include:

  • discussing what is working well

  • identifying barriers or difficulties

  • agreeing changes or new adjustments

  • confirming timelines for updates

  • documenting outcomes clearly

The disabled person must be involved throughout.

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Addressing Issues or Barriers

If adjustments are not working, employers must:

  • act promptly

  • explore alternative adjustments

  • provide interim support

  • escalate concerns where needed

  • ensure the disabled person is not disadvantaged

Delays or inaction can cause harm — employers must respond quickly.

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What Disabled People Can Expect

  • Regular opportunities to review adjustments

  • Respectful, collaborative discussions

  • Adjustments that evolve with their needs

  • Clear communication about changes

  • Prompt action when adjustments are not working

  • Protection from negative treatment

  • A workplace that values their safety and contribution

Monitoring should feel supportive, not burdensome.

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Why This Matters

Monitoring and reviewing adjustments ensures fairness, dignity, and equal participation. When organisations maintain ongoing responsibility for adjustments, 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

  • Version: 1.0

  • Status: Published

  • Approved by: Founder

  • Last Updated: 19 February 2026

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