Getting support from my company

The Disability Discrimination Act requires employers to be flexible and make ‘reasonable adjustments’ for people with disabilities to enable them to do their jobs.

The Act says that a person is disabled if:

  • they have a mental or physical impairment
  • this has substantial long-term adverse effects on their normal day-to-day activities

The vast majority of reasonable adjustments are simple, inexpensive and make good business sense. It could be as straight-forward as implementing flexible hours for a period of time or devising a ‘back to work’ plan. In fact, the most frequently required adjustment is flexibility and an open mind. Funding through access to work may help to cover costs associated with some reasonable adjustments.



Temporary or permanent adjustments?

Workplace adjustments can be temporary or made on a permanent basis. Here are some handy examples.


Check out these sites for some useful examples of how reasonable adjustments may help you and your mental health.

  • Role play from Shift about adjustments required to make it easier for an employee to return to work

DDA code of practice

The Disability Discrimination Act Code of Practice sets out some examples of reasonable adjustments that can be made, including adjustments to premises, reallocation of duties, transfer, alteration of working hours, time-off for treatment.


Case study

This article features an inspiring case study. Scroll down to read about Ruth Goldsmith at DrugScope. She explains how she disclosed her mental health problems at a job interview and was supported by her employers through an episode of depression.