Understanding reasonable adjustments at work

Everyone deserves to feel safe, supported, and able to thrive at work. But if you're living with a health condition, disability, or mental health challenge, your workplace might need to do things a little differently so you can do your job effectively and comfortably.

These changes are known as reasonable adjustments, and they can make a huge difference to both your wellbeing and work performance.

Whether you’ve had your condition for years or were only recently diagnosed, knowing what you can ask for — and how to ask — can be empowering. And if you're an employer, understanding your responsibilities and how to support staff can help create a healthier, more inclusive work culture.

Let’s explore what reasonable adjustments look like, your rights as an employee, what’s expected of employers, and how you can start the conversation with confidence.

Employees’ rights for reasonable adjustments

What are reasonable adjustments?

Reasonable adjustments are changes to the way work is done, the workplace environment, or the expectations of a role. They're designed to help someone with a disability or health condition carry out their work in a safe and productive way.

Some common examples are:

• Flexible work hours or remote work options

• Modified duties or reduced workloads during recovery periods

• Changes to the physical workspace, like ergonomic furniture or quieter environments

• Access to assistive technology

• Adjusted performance targets during times of medical treatment or symptom flare-ups

These adjustments aim to level the playing field, not to give anyone an unfair advantage. They make sure that all employees can contribute meaningfully and without avoidable stress or discomfort.

Your legal rights in Australia

In Australia, the Disability Discrimination Act 1992 (DDA) protects people from discrimination based on disability. This includes physical and sensory disabilities, chronic illnesses, mental health conditions, and neurological or developmental disorders.

Under the DDA, employers must make reasonable adjustments unless doing so would cause unjustifiable hardship (e.g., significant financial strain or a serious operational issue). In practice, most adjustments are minor and affordable, especially compared to the cost of high staff turnover, absenteeism, or lost productivity.

You’re also protected under Work Health and Safety (WHS) laws. These laws require employers to identify and manage psychosocial risks or those factors in the workplace that could harm mental health, such as excessive workload, bullying, or unclear job roles. 

Adjustments that reduce these risks contribute to a safer, healthier work environment for everyone.

International guidance

Australia is a signatory to the United Nations Convention on the Rights of Persons with Disabilities (CRPD), which recognises the right of people with disability to work in an inclusive and accessible environment. This reinforces the responsibility of employers to support workplace participation through reasonable adjustments.

Employers’ responsibilities

Understanding your duty of care

Employers in Australia have a legal obligation to provide a safe and inclusive workplace. This includes:

• Taking reasonable steps to accommodate employees with disabilities or health conditions

• Identifying and minimising psychosocial risks

• Making sure policies and practices don’t indirectly disadvantage people with disability

• Preventing discrimination, harassment, or victimisation

Supporting employees with adjustments isn’t just about avoiding legal risk. It’s also about creating a culture where people feel valued, understood, and able to do their best work.

Promoting workplace wellbeing

Workplace wellbeing isn’t a buzzword. It's a key part of building a productive, respectful, and sustainable workforce. When employees feel supported, they’re more engaged, motivated, and likely to stay long-term.

Some ways whereby employers can promote wellbeing include:

• Encouraging open conversations about mental health

• Offering flexibility where possible

• Providing access to support services, like an employee wellbeing program

• Training managers in empathetic leadership and inclusive practices

• Creating clear policies on adjustments, return-to-work processes, and confidentiality

A well-promoted wellbeing program can make it easier for employees to seek help early, before challenges become crises. These programs often include counselling and therapy, wellbeing coaching, and legal, financial, and medical advice, available free of charge to employees and sometimes their families.

Reducing stigma

One of the biggest barriers to requesting adjustments is fear of being judged, treated differently, or overlooked for opportunities. Unfortunately, stigma around disability and mental health is still common in some workplaces.

Here are ways employers can help reduce stigma:

• Treat adjustment requests with respect and confidentiality.

• Celebrate diversity and the strengths it brings.

• Provide training and education on unconscious bias and inclusive practices.

• Lead by example. When leaders are open about mental health and wellbeing, others are more likely to feel safe doing the same.

How to ask for a reasonable adjustment?

It’s okay to feel nervous about asking for adjustments. You’re not alone, and there are ways to make the process easier and more comfortable.

Step 1: Identify your needs

Start by thinking about:

• What challenges you’re facing at work

• What’s making those challenges harder

• What changes might help

• Any support or advice you’ve received from a doctor, psychologist, or other health professional

It can help to write things down before having a conversation with your manager or HR

Step 2: Review your organisation’s policies

Check if your workplace has:

• An adjustments or inclusion policy

• A flexible work policy

• Return-to-work procedures

• Information about accessing employee wellbeing services

This will give you a better sense of what to expect and who to talk to.

Step 3: Plan the conversation

You might choose to speak with your direct manager, someone from HR, or a trusted senior colleague. Here are some tips for when you're ready to start the conversation:

• Be honest, but focus on solutions rather than problems

• Explain how your condition affects your work and what would help

• Highlight how the adjustment would support your performance and the team

• Be clear about what you’re asking for, but open to discussion

If you’re worried about how to frame things, consider bringing a letter from your healthcare provider outlining recommended adjustments.

Step 4: Document the agreement

Keep notes about what’s discussed and any agreed changes. This helps avoid confusion later and ensures accountability. Adjustments should be reviewed regularly to make sure they’re still working well.

Final thoughts

Reasonable adjustments are a cornerstone of inclusive and healthy workplaces. They support people to work with dignity, confidence, and wellbeing, regardless of their circumstances.

For employees, understanding your rights and taking steps to advocate for yourself can make a big difference to your daily experience. For employers, creating a culture where people feel safe to ask for help and know they’ll be supported builds trust, reduces psychosocial risks, and strengthens the entire team.