Resource
Acas — reasonable adjustments at work
Acas guidance on reasonable adjustments at work, including what adjustments are, asking for them, reviewing them and specific guidance for neurodiversity.
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Education/work resourceLast reviewed: 28 August 2026
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Scope for navigation
Great Britain Education/work resource
The reviewed scope identifies Great Britain (England, Scotland and Wales); Northern Ireland may use a different system.
This scope is for navigation. It is not an eligibility, legal or clinical determination.
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What it is for
Understand the current Acas route for discussing and documenting reasonable adjustments at work in Great Britain.
Who or what context
Disabled workers, job applicants, managers and employers in England, Scotland and Wales who need practical information about workplace adjustments.
Governed claims and evidence
A supported claim is not a recommendation or an individual decision. Read the exact wording, evidence context and open uncertainty together.Acas guidance for Great Britain says employers should consider reasonable adjustments for disabled workers and job applicants, with what is reasonable depending on the circumstances.
Confidence: High
Evidence route
Reasonable adjustments at work
Open canonical Evidence record
Acas, Reasonable adjustments at work, updated 30 January 2025.
Finding used here: Acas guidance for Great Britain describes employers considering reasonable adjustments for disabled workers and job applicants and explains that what is reasonable depends on the circumstances.
Context: Workers, job applicants and employers in England, Scotland and Wales using Acas employment guidance. · Method: Authoritative workplace-relations guidance rather than personalised legal advice or an effectiveness study.
Evidence limitations- Whether an adjustment is legally required or reasonable in an individual case depends on facts and applicable law; Northern Ireland uses a separate employment-relations system.
Uncertainty and limits
- The guidance cannot determine whether a particular adjustment is legally required or reasonable in an individual case.
Why it matters: General employment guidance must not be presented as personalised legal advice or a legal finding.
Limitations and possible poor fit
- This is general employment guidance rather than personalised legal advice, and what is reasonable depends on the circumstances.
- Employment law and official guidance can change; Northern Ireland has a separate employment-relations system.
Cost and access notes
- The guidance is publicly accessible on the Acas website.
Ownership and conflicts
- Acas is the official workplace-relations service for Great Britain; ND Oracle records its current guidance route without treating the listing as a legal determination for an individual case.
Evidence status
This resource currently has governed claim records. Open those claims only when their evidence routes are available.
Page provenance and review state
Current Acas reasonable-adjustments and disability-at-work guidance checked on 2026-08-28. v1.0 adds one narrow guidance claim with separate evidence and uncertainty; no individual legal determination is made.
Created 2026-08-28 · last reviewed 28 August 2026 · review state editor_reviewed