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WORKPLACE ADJUSTMENTS & SUPPORT

Purpose

This page sets out the standards and expectations for workplace adjustments and support for disabled workers. Its purpose is to ensure that disabled people can work safely, effectively, and with dignity, supported by clear processes, timely responses, and consistent organisational practice.

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Principles

  • Right to Support: Workplace adjustments are a legal right, not a favour or discretionary benefit.

  • Timeliness: Adjustments must be provided promptly to prevent disadvantage or harm.

  • Individualisation: Adjustments must reflect the specific needs of the individual, not generic assumptions.

  • Proportionality: Adjustments should be reasonable, practical, and effective in removing barriers.

  • Confidentiality: Personal information must be handled with respect and discretion.

  • Collaboration: Workers must be involved in decisions about their own support.

  • Review: Adjustments must be monitored and updated as needs or circumstances change.

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What NWAF™ Expects

  • Organisations maintain clear, accessible procedures for requesting workplace adjustments.

  • Workers receive timely, respectful responses to adjustment requests.

  • Adjustments are implemented without unnecessary delay or administrative burden.

  • Managers understand their responsibilities and receive appropriate training.

  • Adjustments are documented, reviewed, and updated regularly.

  • Workers are not penalised, disadvantaged, or treated differently for requesting support.

  • Organisations foster a culture where adjustments are normalised and understood.

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What Organisations Must Do

  • Provide clear information on how to request workplace adjustments.

  • Respond promptly to requests and communicate decisions clearly.

  • Implement adjustments that remove barriers and support effective working.

  • Offer alternative solutions if the first option is not feasible.

  • Ensure equipment, technology, and workspace adaptations are provided quickly.

  • Maintain confidentiality and respect throughout the process.

  • Review adjustments regularly and update them when needed.

  • Train managers and HR teams to understand legal duties and best practice.

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What Disabled Workers Can Expect

  • A clear, accessible process for requesting adjustments.

  • Respectful, timely communication from managers and HR.

  • Adjustments that support independence, safety, and effective working.

  • No negative treatment or disadvantage for requesting support.

  • Opportunities to review and update adjustments as needs change.

  • A workplace culture that recognises accessibility as a shared responsibility.

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Why This Matters

Workplace adjustments are essential for ensuring that disabled people can work safely, confidently, and without unnecessary barriers. Effective adjustments support productivity, wellbeing, and equal participation. By embedding strong adjustment processes, organisations uphold their legal duties and create inclusive, supportive working environments.

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Version Information

  • Version: 1.0

  • Status: Published

  • Approved by: Founder

  • Last Updated: 19 February 2026

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