Definition of a Reasonable Adjustments

A reasonable adjustment in UK law refers to changes or modifications that employers, service providers, or public bodies are legally required to make to ensure that disabled people are not put at a disadvantage compared to non-disabled people. This duty is established under the Equality Act 2010.

Key Points:

Who must make them: Employers, education providers, service providers, and public authorities.

Who benefits: Individuals with disabilities, including physical and mental health conditions.

When they apply: When a disabled person is at a substantial disadvantage compared to others in a similar situation.

Examples of Reasonable Adjustments:

Providing accessible formats of information (e.g., large print, Braille).

Installing ramps or lifts for wheelchair access.

Allowing flexible working hours or remote work.

Modifying recruitment processes to be more inclusive.

Providing specialist equipment or support workers.

Legal Duty:

The duty is anticipatory, meaning organisations must think ahead and take steps to address potential barriers before they affect someone.

                                                  Reasonable Adjustments 2025

Schools are legally required to make reasonable adjustments for children with Special Educational Needs and Disabilities (SEND) under the Children and Families Act 2014 and the Equality Act 2010. These adjustments are further detailed in the SEND Code of Practice: 0 to 25 years and are reinforced by the 2025 Ofsted Framework, which places SEND at the heart of school evaluations.

Reasonable Adjustments Schools Should Make

Here are some key examples of reasonable adjustments:

1. Curriculum and Teaching Adaptations

Differentiated instruction tailored to individual learning styles and needs.

Use of assistive technology (e.g., speech-to-text software, visual aids).

Modified tasks or alternative formats for assignments and assessments.

2. Environment and Accessibility

Physical changes to the school environment (e.g., ramps, accessible toilets).

Quiet spaces or sensory rooms for students who need them.

Seating arrangements that support concentration or reduce anxiety.

3. Support and Staffing

Deployment of teaching assistants or 1:1 support where appropriate.

Access to specialist staff such as speech and language therapists or educational psychologists.

Regular staff training on inclusive practices and specific SEND conditions.

4. Policies and Procedures

Flexible behaviour policies that consider the impact of SEND.

Individualised Education Plans (IEPs) or Education, Health and Care Plans (EHCPs).

Clear communication with parents and carers, involving them in planning and review.

5. Social and Emotional Support

Peer mentoring or buddy systems.

Access to counselling or mental health support.

Structured routines and visual timetables to reduce anxiety.

New Developments in 2025

The February 2025 Ofsted Framework introduced several important changes:

SEND is now a standalone category in inspections.

Schools must show how inclusion is embedded across leadership, curriculum, and classroom practice.

How is reasonableness tested in UK law?

In UK law, the reasonableness of an adjustment under the Equality Act 2010 is assessed based on several key factors. The law does not provide a strict formula, but courts and tribunals consider a range of criteria to determine whether an adjustment is "reasonable" in the circumstances.

Factors Used to Test Reasonableness:

Effectiveness:

Will the adjustment remove or reduce the disadvantage faced by the disabled person?

Practicality:

Is the adjustment feasible to implement in the specific context (e.g. workplace, school, service provider)?

Cost:

How much will the adjustment cost, and is it proportionate to the size and resources of the organisation?

Resources and Size of the Organisation:

Larger organisations with more resources are generally expected to make more extensive adjustments than smaller ones.

Availability of Financial or Other Assistance:

If grants or support (e.g. from Access to Work) are available, this may influence what is considered reasonable.

Disruption:

Would the adjustment cause significant disruption to the business or service?

Health and Safety:

Would the adjustment compromise the safety of the individual or others?

Impact on Others:

Would the adjustment unfairly disadvantage other employees or service users?

These factors are weighed together, and what is reasonable in one context may not be in another one.