Understanding the Equality Act 2010 and Reasonable Adjustments

Creating an inclusive and supportive workplace isn’t just the right thing to do – it’s also a legal requirement. The Equality Act 2010 provides the foundation for protecting individuals from discrimination and ensuring that everyone has equal access to opportunities, whether at work, in education, or when accessing services. A key part of this legislation is the duty for employers to make reasonable adjustments to remove barriers that might disadvantage disabled people.

What is the Equality Act 2010?

The Equality Act 2010 is the main piece of UK legislation that protects people from discrimination, harassment, and victimisation. It brings together over 100 previous laws into one clear framework, making it easier for both individuals and organisations to understand their rights and responsibilities.

It protects people from unfair treatment in relation to nine protected characteristics:

• Age

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race

• Religion or belief

• Sex

• Sexual orientation

For employers, one of the most important areas of the Act is the duty to support employees with disabilities, long-term health conditions, or neurodivergence through reasonable adjustments.

What Are Reasonable Adjustments?

Reasonable adjustments are changes made to remove or reduce disadvantages faced by a disabled employee or job applicant. These adjustments help to create equity – ensuring everyone has a fair chance to succeed and contribute.

Examples of reasonable adjustments include:

• Working arrangements: Flexible hours, hybrid working, or more frequent breaks.

• Physical environment: Installing ramps, providing quiet spaces, or adjusting lighting.

• Processes and support: Offering assistive technology, adapting recruitment methods, or providing a workplace buddy/mentor.

  
  

The key word here is “reasonable.” Employers are expected to make adjustments that are practical, proportionate, and that don’t place an undue burden on the business. However, many adjustments cost little or nothing to implement, and often benefit the wider workforce too.

Why Reasonable Adjustments Matter

Making reasonable adjustments isn’t just about compliance, it’s about creating a culture where people feel valued and supported. When barriers are removed:

• Employees are more engaged and productive.

• Organisations retain talented staff and reduce recruitment costs.

• Businesses enhance their reputation as inclusive and progressive employers.

  
  

Research shows that inclusive workplaces benefit from higher innovation, improved wellbeing, and stronger team collaboration.

Moving from Compliance to Inclusion

The Equality Act 2010 sets out the minimum standard – but truly inclusive organisations go further. Instead of waiting for employees to request adjustments, forward-thinking employers proactively create flexible, accessible, and supportive environments.

This might mean:

• Embedding accessibility into recruitment processes.

• Training managers to recognise and respond to different needs.

• Building a culture where conversations about adjustments feel safe and normal.

  
  

Final Thoughts

The Equality Act 2010 ensures that disabled people and those with health conditions have the right to equal treatment and opportunities. By making reasonable adjustments, employers don’t just meet their legal obligations, they also unlock potential, improve workplace culture, and demonstrate genuine commitment to inclusion.

If you’d like support in understanding your responsibilities or creating a more inclusive workplace, AccessAbility Training offers tailored workshops and guidance to help businesses meet the needs of all employees.