Last reviewed: June 2026 · For use in England & Wales · eLitigant is a Community Interest Company (No. 16566612), not a law firm. Always check the current official form on GOV.UK before you file, and sign the statement of truth yourself.
In short
A reasonable adjustments request is a letter asking your employer or a service provider to change something that puts you at a substantial disadvantage because of a disability, under section 20 of the Equality Act 2010. Put it in writing, explain the disadvantage and the change you want, and keep a dated copy. You do not have to name a diagnosis. eLitigant’s Chris drafts this for you — you check, sign and send.
What a reasonable adjustments request is
A reasonable adjustments request is a letter (or email) asking your employer, or a business that provides a service, to change something that puts you at a substantial disadvantage because of a disability. The duty to make reasonable adjustments comes from section 20 of the Equality Act 2010. Where an employer or service provider is under that duty, a failure to comply is treated as discrimination under section 21. The Act protects a person who has a “disability” — a physical or mental impairment that has a substantial (more than minor or trivial) and long-term (lasted, or likely to last, at least 12 months) adverse effect on their ability to carry out normal day-to-day activities. You do not have to use the word “disability” or share a diagnosis in your letter; you do need to explain the disadvantage and what would help.When and why you would send one
Section 20 sets out three things that can trigger the duty: a provision, criterion or practice (for example a rule, a shift pattern or an absence policy); a physical feature of premises; and the need for an auxiliary aid (for example specialist equipment or information in an accessible format). If one of these puts you at a substantial disadvantage compared with people who are not disabled, the employer or provider must take such steps as it is reasonable to take to remove or reduce that disadvantage. There is an important difference between the two settings. At work, the duty is triggered when the employer knows, or could reasonably be expected to know, that you are disabled — so a clear written request matters. For service providers (shops, banks, transport, leisure, healthcare and so on), the duty is anticipatory: they are expected to think ahead about disabled customers as a group, not wait for an individual to ask. Either way, a written request creates a dated record and starts the conversation.What to put in the letter
- Your details and who you are writing to (your manager, HR, or the provider’s customer relations team).
- The context — that you are making a request for reasonable adjustments under the Equality Act 2010.
- The disadvantage — how the current rule, feature or lack of equipment affects you. You can describe the effect on you at work or as a customer without naming a medical condition.
- The adjustment you are asking for — be specific and practical (for example a phased return, changed hours, a different desk, written confirmation in large print, or a ground-floor appointment).
- Supporting information — any occupational health report, GP letter or Access to Work outcome, if you have one (optional).
- A clear ask and a reasonable timeframe for a reply, and a request to discuss alternatives if your suggestion is not workable.
What counts as “reasonable”
The law does not require every requested change. When weighing whether an adjustment is reasonable, relevant factors include how far it would remove or reduce the disadvantage, how practical it is, the cost and the employer’s or provider’s resources, and the effect on health and safety and on others. An employer does not have to change the basic nature of the job. Importantly, section 20 says a disabled person cannot be required to pay towards the cost of an adjustment. There is no fixed list — what is reasonable depends on the circumstances.If the request is refused
If an employer declines, you can raise it through the employer’s grievance procedure first. If matters are not resolved, a failure to make a reasonable adjustment can be the basis of a claim to an employment tribunal. There are strict time limits: you normally have three months less one day from the act complained of, and you must first notify ACAS for Early Conciliation, which pauses (“stops the clock” on) that limit. The Early Conciliation period is up to 12 weeks (extended from six weeks in December 2025). For a service provider, a claim is brought in the County Court rather than a tribunal, again subject to time limits. These are deadlines you should diarise carefully. This guide is general information about the process and the law, not legal advice about your situation. eLitigant is not a law firm; we draft the document, and you check, sign and send it.FAQ
Do I have to tell my employer my diagnosis? No. You can explain how things affect you and what would help without disclosing a specific medical condition, although sharing an occupational health report can make the request easier to assess. Does my employer have to agree to exactly what I ask for? No. The duty is to take steps that are reasonable. They may propose an alternative that meets the same need. They should not simply refuse without considering it, and any agreement should be confirmed in writing. Is there a deadline if I want to take it further? Yes. For workplace claims you generally have three months less one day, and you must contact ACAS for Early Conciliation first. For a service provider, the route is the County Court. Check the limit early so you do not lose the right to claim.Free to start · no sign-up · no card. Tell Chris what has happened and see whether we can help before you pay anything. One matter · one case folder · a full day of drafting. If the drafts are not up to the standard you expected, email us within 7 days of paying for a full refund. If money is tight, Help with Fees can remove the court fee entirely, and Citizens Advice is free — we will always tell you when you do not need us.
eLitigant drafts it; you check, sign & send. Not a law firm; information, not advice.
See it done — what Chris drafts for you
A worked example, drafted to a professional standard from your details — ready for you to check, personalise and send. Fictional sample.
14 Larchwood Crescent
Leawell LE9 4QT
priya.anand@example.com 19 June 2026 Ms Helen Carter
Head of People
Northgate Logistics Ltd
2 Canal Wharf
Leawell LE1 7BX Dear Ms Carter Request for reasonable adjustments under the Equality Act 2010 I am writing to make a formal request for reasonable adjustments to help me carry out my role as a Customer Operations Coordinator, which I have held since March 2023. I have a long-term health condition that affects my mobility and my stamina, particularly in the afternoons. Without changes to my current working arrangements, I am placed at a substantial disadvantage compared with my colleagues. Two aspects of the current arrangements affect me in particular: the requirement to be on site from 8.00am to 4.00pm five days a week, and the location of my workstation on the second floor, which I can only reach by stairs when the lift is out of service. To remove or reduce that disadvantage, I would like to request the following adjustments. First, a phased start of 9.30am for an initial three months, with the same total hours worked. Second, a workstation relocated to the ground floor, or guaranteed lift access. Third, the option to work from home on Wednesdays and Fridays, when my symptoms are typically more pronounced. I appreciate that you may wish to discuss these and consider whether alternative adjustments would meet the same need, and I am very willing to do so. I would be glad to provide a supporting letter from my occupational health adviser if that would assist your assessment. I should be grateful if you could let me have a written response within 14 days, and I would welcome a meeting to talk this through. I am committed to continuing to perform well in my role and believe these changes will help me to do that. Thank you for considering this request. Yours sincerely
Priya Anand
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