Reasonable adjustments are changes to work processes, practices or environment that support people with disability to perform their work. They’re also sometimes called workplace adjustments or workplace accommodations.
A reasonable adjustment enables a person to effectively do their job or reduce barriers for those seeking work. It is also common for broader workplace adjustments to benefit the whole team or workplace. Reasonable adjustments include:
- physical changes to the workplace (e.g. installing ramps, automatic doors)
- flexible working arrangements (e.g. shorter shifts, more breaks, working in other locations)
- adjustments to duties or how things are done (e.g. modified tasks or processes)
- assistive technology or software (e.g. speech to text software) or accessible equipment
- increasing awareness of or educating co-workers (e.g. through training).
Reasonable adjustments are often not big or expensive. For example, they can include:
- allocating an accessible car parking space
- providing a desk lamp to use instead of an overhead light
- rostering someone for the early shift so they can catch the last accessible bus home
- sending interview questions in advance or giving more time to quote for a job
- providing extra support to complete timesheets.
Reasonable adjustments should be tailored to individual needs — but they often benefit the whole workplace.
What the law says
Everyone has the right to participate equally in public life
Discrimination laws protect people’s right to participate equally in ‘public life’. Public life includes employment, paid work, board and committee membership, volunteering, unpaid internships and other forms of formal unpaid work.
If a person with disability requires reasonable adjustments to participate in employment (including the recruitment process), then a failure by an employer or organisation to provide those adjustments constitutes unlawful discrimination on the basis of disability.
Learn more about workplace discrimination.
Note: If the cause of the disability or health problem is a workplace injury, there are other important things to know about, such as workers compensation.
Some employees have a right to ask for flexible work arrangements
One type of reasonable adjustment is flexible working arrangements. For example:
- hours of work – for example, changes to start and finish times
- patterns of work – for example, split shifts or job sharing
- locations of work – for example, working from home.
Some employees have additional rights to request reasonable working arrangements, including:
- employees with disability
- employees who have caring responsibilities, including parents and carers of people with disability.
Learn more about flexible working arrangements.
What does ‘reasonable adjustment’ mean?
A reasonable adjustment is one that does not impose an ‘unjustifiable hardship’ on the employer or organisation.
This means that what is a 'reasonable adjustment' in one workplace may not be a reasonable adjustment in another. For example, what’s reasonable for a large, established organisation with lots of workers may be different from what’s reasonable for a small business or a short-term project.
In some cases, a requested adjustment may not meet the definition of ‘reasonable adjustment’ under the law. For example:
- if the financial costs of the adjustment are outside the capacity of the organisation’s budget
- if the adjustment would disrupt other works, particularly the health and safety of other workers
- if, even with the adjustment the person wouldn’t be able to perform the job.
Employers or other organisations are not required to make workplace changes if it would cause major difficulties or unreasonable costs. This may be considered ‘unjustified hardship’.
Keep learning:
Resources for employers: Creating accessible workplaces
Australian Human Rights Commission
Learn moreResearch report: Getting workplace adjustments out of the ‘too hard basket’
Australian Disability Network
Learn moreFinancial help to make adjustments
The Australian Government provides funding through the Employment Assistance Fund to help fund work related modifications and equipment, Auslan interpreting services and workplace assistance and support services.
It is for eligible:
- employers
- people with disability and mental health conditions who are:
- looking for a job
- about to start a job
- currently working
- self-employed (e.g. freelancers, independent artists).
Funding is available to help with:
- the cost of making adjustments to your physical workplace
- modifying work vehicles
- special equipment for the workplace
- information and communication devices
- Auslan interpreting services
- specialist services for employees with specific learning disorders and mental health conditions
- disability awareness training for the workplace (including deafness awareness)
- mental health awareness and first aid training.
Keep learning:
More in this section:
Disability and workplace discrimination
Disability discrimination occurs when a person is treated less favourably, or not given the same opportunities as others in a similar situation because of their disability. It can be direct or indirect. There are laws that apply to both paid and unpaid workers.
The Arts and Disability Associated Plan
In 2024, the Australian Government committed to a four-year plan to improve equity in cultural and creative life for d/Deaf and disabled artists and arts workers, and audiences with disability. The Plan recognises that d/Deaf and disabled artists and arts workers as central to our vibrant arts and cultural sector.
National Arts and Disability Code of Practice
Coming soon, a new National Arts and Disability Code of Practice and/or appropriate Guidelines will set access and representation expectations for the arts, cultural, screen and digital games sectors.
