Reasonable Adjustments Training Session

Why reasonable adjustments matter

Most organisations already have a reasonable adjustments policy. The difficulty is ensuring line managers know when to act, what to ask, and how to make consistent decisions.

Confidence, competence, knowledge and practice ensure conversations about support take place. When conversations are regular, good decisions are made, and disabled employees have the support they need. Any performance improvement conversations can be based on productivity, with the understanding that the disabled employee has the appropriate adjustments to succeed.

Reasonable adjustments training gives managers a practical framework for recognising barriers, starting constructive conversations and exploring appropriate support with disabled employees.

The impact doesn’t stop there.

Organisations benefit when people can do their best work. They retain valuable talent. They create more inclusive cultures. They become employers that people want to join and stay with.

Reasonable adjustments training gives managers the confidence to recognise barriers, ask better questions and explore practical solutions together. It moves support beyond good intentions and into everyday practice.

In the UK, employers have a legal duty to consider reasonable adjustments under the Equality Act 2010. Other countries have different legislation, but the principle is often the same. Employers should remove unnecessary barriers wherever possible and create equitable opportunities for everyone.

You can read the Equality and Human Rights Commission guidance on reasonable adjustments for more information.

What does reasonable adjustments training cover?

During the session, line managers explore:

• Why an employee may not disclose a disability or support need.
• When a manager should initiate a conversation.
• How to identify workplace barriers without making assumptions.
• What “reasonable” means when considering an adjustment.
• How to have collaborative conversations about support.
• How to agree next steps.

Every disabled person, role and workplace is different. That’s why there is rarely a single “right” adjustment. The real skill is understanding how to identify barriers, explore solutions and work collaboratively with disabled employees to create equitable workplace experiences.

Built around your workplace

We work with you to understand your reasonable adjustments process, your line managers’ responsibilities, and the situations encountered. This enables content to be tailored to your organisation, helping managers connect the learning to their everyday responsibilities and internal support routes.

Building line manager confidence

Measuring learning, not just attendance.

We benchmark learning at the beginning and end of our training. This enables organisations to understand what has improved and where further support may be needed.

By the end of the session, delegates leave with the confidence to approach reasonable adjustments differently. They recognise that adjustments don’t have to be expensive or complicated. They begin to think more creatively about the available support and understand how small changes can make a significant difference.

Instead of worrying about saying the wrong thing, line managers feel equipped to explore what is getting in the way and what might help. They make decisions based on collaboration rather than assumptions, creating greater consistency across teams and giving disabled employees a fairer opportunity to succeed.

These outcomes are supported through interactive discussions, lived experience and practical learning that reflects the realities of today’s workplaces. Delegates leave with practical actions they can apply immediately, helping reasonable adjustments become part of everyday practice rather than a one-off conversation.

Learning is benchmarked at the beginning and end of the session, helping you see where confidence and understanding have increased and where managers may need further support.

Give your line managers the confidence to act earlier, have clearer conversations and apply reasonable adjustments more consistently across your organisation.