Reasonable adjustments in the workplace for people with disability

Creating an inclusive workplace is both a legal obligation and a sound business practice. In Australia, employers are required to ensure that people with disability have equal opportunities to participate in all aspects of employment.  

One of the key ways this is achieved is through the provision of reasonable adjustments, which are modifications or supports that enable employees with disability to perform their roles safely, effectively and on an equal basis with others.  

The concept is embedded in the Disability Discrimination Act 1992 (Cth) (DDA) and is supported by practical guidance from JobAccess and state government resources, including the Western Australian Government's Workplace Adjustments for People with Disability guidance.  

Research shows that employees with disability tend to remain with employers longer than other employees, reducing recruitment and training costs. Employers also frequently report stronger organisational commitment and loyalty among employees with disability.  

Reasonable adjustments, sometimes referred to as workplace adjustments or workplace modifications, are changes to a workplace, work practices, equipment, policies or procedures that remove barriers for people with disability. Their purpose is to provide employees and job applicants with disability equal access to employment opportunities and enable them to participate fully in the workplace.  

Adjustments may be required during recruitment, onboarding, training, day-to-day work activities, promotion processes or workplace meetings. Examples include providing assistive technology, modifying workstations, allowing flexible working arrangements, adjusting work duties, providing interpreters or making physical changes to premises.  

Importantly, not every person with disability requires workplace adjustments. The need for adjustments varies according to the individual's circumstances, the nature of their disability and the requirements of the job.  

The Disability Discrimination Act 1992 is the primary Commonwealth legislation protecting people from discrimination on the basis of disability in many areas of public life, including employment. The Act seeks to eliminate discrimination and promote equal opportunity for people with disability.  

Under the DDA, employers must consider and provide reasonable adjustments where they are necessary for a person with disability to perform the inherent requirements of a role or to participate equally in employment-related activities. Failure to provide reasonable adjustments may amount to unlawful discrimination unless the employer can demonstrate that providing the adjustment would impose an unjustifiable hardship.  

The concept of unjustifiable hardship takes into account factors such as the cost of the adjustment, the financial circumstances of the employer, the impact on the workplace and the benefits that the adjustment would provide to the individual and others. The assessment is made on a case-by-case basis.  

The DDA recognises both direct and indirect discrimination. Indirect discrimination may occur when workplace policies or practices apply equally to everyone but disadvantage a person with disability because reasonable adjustments have not been made.  

Reasonable adjustments can be straightforward and often involve little or no cost. JobAccess notes that many employees with disability require minor workplace changes to enable them to perform effectively.  

Common examples include: 

In some situations, adjustments may involve modifying work tasks or reallocating non-essential duties while ensuring the employee can still perform the inherent requirements of the role.

JobAccess is the Australian Government's national hub for workplace and employment information for people with disability, employers and service providers. It provides practical guidance on reasonable adjustments and supports employers in meeting their obligations under disability discrimination legislation.  

According to JobAccess, if an employer is aware that an employee has a disability and requires adjustments, the employer must provide reasonable adjustments unless doing so would cause unjustifiable hardship. JobAccess emphasises that reasonable adjustments support equal access to recruitment, promotion, training and employment conditions.  

One of the most valuable supports available through JobAccess is the Employment Assistance Fund (EAF). The EAF may provide financial assistance for workplace modifications, assistive technology, specialist services and other supports that help employees with disability participate effectively at work. This funding can significantly reduce the cost burden on employers and make adjustments easier to implement.  

Open communication between employers and employees is encouraged by JobAccess. Early discussions about workplace needs can help identify effective solutions and create a more inclusive and supportive working environment.  

As part of the support offered by our specialist acquired neurological employment support service at MSWA, our Employment Support Services Team can help both you and your employer to apply for and obtain relevant equipment via the Employment Assistance Fund (EAF).  

While reasonable adjustments are a legal requirement, they also deliver substantial organisational benefits. Inclusive workplaces are better positioned to attract and retain talented employees, improve staff engagement and foster a positive workplace culture.  

Adjustments can increase productivity by ensuring employees have the tools and support necessary to perform at their best. They also help organisations retain experienced staff who may acquire a disability during their employment, reducing recruitment and training costs associated with staff turnover.  

Furthermore, many workplace adjustments benefit a broader range of employees. Flexible work arrangements, improved accessibility and inclusive communication practices can create a more supportive environment for everyone.  

The Western Australian Government highlights that all employees have the right to feel welcome, safe and included at work, and that employers must make reasonable workplace adjustments to allow people with disability to work productively, safely and participate fully in employment.  

The WA Government describes workplace adjustments as changes to work processes, practices or environments. It recommends that employers discuss adjustment needs with employees, seek advice where necessary, document agreed adjustments and consider developing Workplace Adjustment Passports to maintain continuity if management or roles change.  

The guidance also points employers towards available supports, including workplace assessments and funding through the Employment Assistance Fund. Additionally, it emphasises the importance of maintaining privacy and confidentiality when employees disclose disability-related information. 

Reasonable adjustments are a fundamental component of workplace inclusion and equal opportunity for people with disability.  

By approaching workplace adjustments collaboratively and proactively, organisations can remove barriers, support employee success and foster workplaces where all individuals are able to contribute their skills and talents. Beyond legal compliance, reasonable adjustments represent an investment in diversity, inclusion and organisational excellence.  

The MSWA Employment Support Team can work with you and your employer to help support you with any reasonable adjustments that you require.