Under the Equality Act 2010, employers in the UK have a legal duty to make reasonable adjustments for employees with a disability. This includes many mental health conditions if they have a substantial, long-term impact on daily life. This document outlines what reasonable adjustments are, why they matter, and how to support staff effectively.

What Are Reasonable Adjustments?

Reasonable adjustments are changes to the work environment or practices that help someone with a mental health condition stay in or return to work and perform at their best.

They aim to remove or reduce the disadvantage a person might face because of their condition.

Examples of Reasonable Adjustments for Mental Health

• Flexible working hours or remote working
• Phased return to work after absence
• Quiet workspace or noise-cancelling headphones
• Reduced workload or extended deadlines
• Additional supervision, mentoring, or check-ins**
• Time off for therapy or medical appointments
• Clearer written instructions or regular feedback

Adjustments should be tailored to the individual’s needs and made in consultation with them.

Legal Protection

Under the Equality Act 2010, a mental health condition is considered a disability if:

• It has lasted or is expected to last 12 months or more
• It has a substantial impact on daily life (e.g. concentration, sleep, decision-making)

Employers who fail to make reasonable adjustments may be in breach of the law and could face legal action.

Talking About Adjustments

It can be difficult for employees to raise mental health issues at work. Supportive managers and Mental Health First Aiders can help by:

• Creating a safe, non-judgemental space to talk
• Encouraging open dialogue about needs and challenges
• Normalising conversations about mental health
• Supporting access to Occupational Health or HR if needed

“Is there anything we could do differently at work that would help you manage things better?”

Reviewing Adjustments

• Adjustments should be reviewed regularly to ensure they are still working
• Circumstances may change, so flexibility is key
• The employee should feel involved and empowered in the process

Reasonable adjustments aren’t one-size-fits-all. The best solutions come from collaboration.

They help create a mentally healthy, inclusive workplace where everyone can thrive. They are not special treatment – they are a way of levelling the playing field and enabling people to perform their role without unnecessary barriers.

Being proactive, open, and flexible with adjustments shows a commitment to your team’s wellbeing and can make a lasting difference to someone’s recovery and retention at work.

Good mental health is good for business – and good for people.