Do I Qualify for Reasonable Adjustments?
Short answer: more people qualify than realise it, and you don’t need to think of yourself as "disabled" for the law to protect you.
What the Equality Act 2010 actually says
You’re covered by the Equality Act 2010 if you have a physical or mental impairment that has a substantial and long-term negative effect on your ability to do normal day-to-day activities. That’s the legal wording; here’s what it means in plain English:
- "Physical or mental impairment": almost any condition counts: chronic illness, chronic pain, mental health conditions, ADHD, autism, dyslexia, hearing or sight loss, mobility conditions, long Covid, and many more. You don’t always need a formal diagnosis; what matters is the effect on you.
- "Substantial": more than minor or trivial. If it takes you noticeably longer to do things, or you have to work around it daily, that’s substantial.
- "Long-term": it has lasted, or is likely to last, 12 months or more. Fluctuating conditions count even if you have good days: what matters is the effect when it recurs.
- "Day-to-day activities": ordinary things like concentrating, remembering, reading, travelling, socialising, or managing your energy. Not extraordinary feats, just everyday life.
Conditions covered automatically
Some conditions are protected from the day of diagnosis, with no need to show any effect on daily life: cancer, HIV, and multiple sclerosis. Severe sight impairments certified by an ophthalmologist also qualify automatically.
Some real-world examples
- You have ADHD and lose track of tasks without written follow-ups: likely covered.
- You’ve had depression for over a year and mornings are a genuine struggle: likely covered.
- You’re going through menopause with severe, long-lasting symptoms that affect sleep and concentration: can be covered, and tribunals have said so.
- You broke your leg and you’ll be fine in eight weeks: not covered (not long-term), though a good employer should still support you.
What this means in practice
If you’re covered, your employer has a legal duty to make reasonable adjustments: changes to your role, workspace, hours, or equipment that remove the disadvantage you face. And even if you’re not sure you meet the definition, you can still ask: nothing stops an employer saying yes to a sensible request. Our guide to asking for an adjustment shows you how to start.
Tell your employer about TryMosaic
If you think your workplace could handle adjustments better, you don’t have to wait for HR to find us. Here’s a short message you can copy and send to your manager or HR team: