Resources for HR & Business Managers: Upskilling on Reasonable Adjustments
Supporting disabled, chronically ill and/or neurodivergent employees with reasonable adjustments is not just a legal obligation—it’s a cornerstone of inclusive, effective leadership. If you’re an HR professional, line manager, or team leader, you play a critical role in ensuring that your workplace empowers every person to thrive. That’s where upskilling senior leadership on reasonable adjustments is important, and understanding and implementing reasonable adjustments becomes essential.
This guide is designed with resources to help you feel confident and capable in your responsibilities. Whether you’re navigating a new situation or refining existing practices, you’ll find practical advice grounded in real-world experience, expert guidance and legal frameworks. With input from authoritative sources like ACAS, CIPD, and EHRC and insights from lived experience advocates like myself, you’ll gain the tools you need to make informed, fair and impactful adjustments at work.
From quick checklists and case studies to training options and policy resources, this blog is your go-to resource for building accessible, supportive and legally compliant workplaces—where inclusion is more than a policy; it’s a practice.
Who this is for:
HR professionals, team leaders and line managers who want to feel confident and capable in supporting employees with chronic illness or disabilities.
Purpose:
To help you understand how to provide reasonable adjustments in a way that is effective, fair and informed by real-world practice.
Legal & Policy Guidance
1. ACAS – Making Reasonable Adjustments for Disabled Workers
Step-by-step guidance, with examples and practical actions for employers.
📍ACAS – Making Reasonable Adjustments
2. CIPD – Disability and Employment Factsheet
Covers workplace barriers, good practice, and legal duties.
📍 CIPD Factsheet
3. EHRC – Reasonable Adjustments in Practice
An accessible explanation of your legal duties and where adjustments are expected.
📍 EHRC Guidance
Practical Tools and Templates
4. Business Disability Forum – Practical Resources and Templates
Helps organisations develop inclusive policies and support systems.
📍Business Disability Forum
🌟 Lived Experience & Expert Practice
5. Bookboon eBooks – Inclusive Workplaces & Disability Inclusion
Written and spoken by Rachael Mole, these short, practical audiobook guides are “written to be practical, low-jargon and bason on lived and professional experience of workplace inclusion.”
Ideal for HR teams and people managers who want to improve their knowledge and effectively support disabled staff.
📚Accessibility as a Key to a Culture of Belonging.
📚Start Discussing Disability and Accessibility.
📚Unexpected Disability Beneficiaries.
📚Accessibility: Why is it Needed?
📚Accessibility and the Power of Language.
📍 Available here: Bookboon Rachael Mole
🔹 Training & Learning Opportunities
6. ACAS Training – Disability Discrimination and Adjustments
Ideal for those who want structured, expert-led learning.
📍 ACAS Training
7. Evenbreak – Inclusive Recruitment & Adjustment Webinars
Led by disabled trainers, focusing on accessibility in recruitment and work design.
📍 Evenbreak Webinars
8. Disability Confident Scheme – UK Government Toolkit
Includes free resources for line managers and HR staff.
📍 Disability Confident Scheme
🔹 Inclusive Practice & Real-World Stories
9. Scope – Let’s Talk Adjustments Toolkit
A practical guide to having adjustment conversations and developing plans.
📍 Scope Toolkit
10. Mental Health at Work – Adjustments for Mental Health
Free tools and guidance for supporting staff with mental health conditions.
📍 Mental Health at Work
11. PurpleSpace – Centre Lived Experience in Organisational Culture
Includes learning resources, blogs, and storytelling strategies.
📍 PurpleSpace
✅ Quick Checklist for Managers
Have you created space for your employees to share what they need?
Creating safe spaces for open dialogue and encouraging open, respectful conversations where employees feel comfortable disclosing their needs without fear of judgment or repercussions builds psychological safety.
Have you explored low-cost, high-impact changes before saying no?
Simple changes like flexible working hours, providing assistive technology or adjusting communication methods can make a substantial difference. Start with small changes before assuming something is too costly or complex.
Have adjustments been documented and reviewed regularly?
Always record agreed-upon accommodations clearly and revisit them at regular intervals or during performance reviews. This ensures ongoing relevance and allows for proactive updates if circumstances change.
Are you upskilling yourself and your team about inclusive practices?
Invest in ongoing learning to develop disability awareness and understanding, including invisible disabilities, mental health conditions, and neurodiversity. The more informed your team is, the more effectively they can support staff.
Involve the employee in solution-building.
Collaboratively explore what will work best. Avoid a top-down approach—effective adjustments are tailored, not one-size-fits-all.
Champion a culture of inclusion.
Go beyond compliance. Promote disability awareness initiatives, celebrate accessibility wins and encourage inclusive behaviors across the organisation. This transforms policies into lived practice.
Final Thought:
You don’t need all the answers straight away or to know everything about access and inclusion. What matters is being open, informed and willing to learn. Start where you are, keep learning and focus on practical, compassionate action.
Reasonable adjustments aren't just about compliance. They're a key part of inclusive leadership and benefit everyone, creating a workplace where everyone can contribute fully and feel valued.
Want to explore more accessibility options? Read The Potential of Accessible Workplaces: Top 5 Inclusive Tech Tools to Improve Accessibility.