Reasonable adjustments for employees

Proactive consideration of reasonable adjustments and universal design will help your disabled employees feel more included, improving their productivity and morale.

A lot of the specific reasonable adjustments autistic people may need are universal good practice

Getting it right for autistic staff can mean improving standards for everyone. However, there is a legal duty to make changes for disabled staff. Where wider good practice may be good business sense, it is not a legal requirement.

See our detailed guidance on supporting and making adjustments for job applicants and employees.

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Employers’ responsibilities during recruitment

Employers have a duty to make reasonable adjustments for specific job applicants when they know they are disabled, but attracting a diverse talent pool and building an inclusive workplace starts long before you even advertise a job.
When an employee or applicant tells you they are autistic

Employers have a duty to make reasonable adjustments for their autistic or disabled employees and job candidates. But this duty may also apply, even if they have not been told about a disability.
Reasonable adjustments and the Equality Act 2010

The cornerstone of disability equality law is the duty to make reasonable adjustments, to remove the barriers that disabled people face that prevent them from participating on an equal basis to non-disabled people.