Reasonable Adjustments: A Manager’s Guide - July 2026

5. Who Might Provide Support in Arranging Reasonable Adjustments?

• HR Business Partner (HRBP) – HR advice is important as some of the changes you may need to consider may affect individual’s employment contract;

• Occupational Health (OH) – in some circumstances occupational health may be able to provide advice on the adjustments that will enable an employee to operate effectively in their role;

• Access to Work: – A programme to support disabled people by helping them overcome work-related obstacles arising from their disability, if this is likely to last for 12 months or longer. Please refer to Appendix 3 for further details

• Other agencies – Please see appendix 3 for a list of specialist agencies and organisations. There are likely to be others that may be able to provide more specialist advice and assistance. For example, Dyslexia Action can provide assessments for dyslexia and assistance with specific adjustments that may be required.

5.1 Funding for reasonable adjustments

It is important to remember that as a manager, once it has been decided that an adjustment is reasonable. You have a legal duty to ensure that this is put in place. It is worth noting that most adjustments cost nothing or very little. Where adjustments are expensive, funding may be available through Access to Work (referred to above).

Please note that as a manager you may contact Access to Work for advice, but the onus is on the employee to contact Access to Work for an assessment.

An assessor will usually visit the employee and manager in the workplace to carry out an assessment of their needs. They will also advise of the funding that can be provided. Access to Work grants apply to any job whether full time, part time, and permanent or temporary.