You’ve undergone surgery or treatment. You’re ready to return to work. Yet your employer hasn’t provided the support you need. This scenario is more common than you might think, and the good news is that UK employment law offers strong protections.
Employees with disabilities have legal rights under the Equality Act 2010. Your employer must make reasonable adjustments to help you continue working effectively. If they fail to do so, you may have grounds for a claim.
Key Takeaways
| Point | Detail |
|---|---|
| Reasonable Adjustments | Employers must make reasonable changes to support disabled workers. Section 20 of the Equality Act 2010 sets this requirement. |
| Unfair Treatment | Failure to provide disability support may constitute discrimination under employment law. You can lodge a claim at an Employment Tribunal. |
| Medical Evidence | Document all communication with your employer about support needs. Your GP or consultant’s letter strengthens your case. |
| Time Limits | You have three months from the act of discrimination to file a claim (Employment Tribunal). Time is critical. |
| Financial Recovery | Successful claims often include compensation for lost wages, emotional distress, and future losses. |
| Legal Support | Solicitors specialising in employment law can advise on your specific situation and guide you through the process. |
| Settlement Options | Many disputes resolve via ACAS mediation before reaching tribunal. Early advice can preserve relationships and reduce costs. |
What Are Reasonable Adjustments?
Reasonable adjustments are changes your employer makes to remove barriers that limit your ability to work.
These might include flexible working hours, remote work options, assistive technology, environmental modifications, or extra breaks. The term “reasonable” is key—your employer must balance the adjustment against the cost and practicality of implementation.
For instance, if you require specialist software to work effectively after a medical procedure, your employer should provide it. If the cost is proportionate to the business benefit, they cannot refuse.
Courts examine each case individually. What’s reasonable depends on your role, the employer’s resources, and the benefit to you. A large corporation has greater obligations than a small firm.
Your role is to communicate your needs clearly. Put requests in writing. Document every conversation with your employer. This creates evidence if matters escalate.
What Happens If Your Employer Refuses?
Refusal to provide reasonable adjustments is discrimination under the Equality Act 2010.
Your employer cannot treat you less favourably because of a disability. They also cannot fail to make reasonable adjustments. Both breaches are illegal.
If your employer refuses support, you can lodge a claim at an Employment Tribunal. Your claim should include the specific adjustments you requested, when you requested them, and how their refusal harmed you.
Tribunal claims are formal but not necessarily adversarial. Many employers settle once they understand their legal exposure. An experienced solicitor strengthens your negotiating position significantly.
Claims can take 6-18 months. Document everything in the interim. Keep records of missed work, lost earnings, stress, and the impact on your career progression.
How To Build a Strong Claim
Evidence is everything in employment disputes.
Gather written proof of your communications with your employer. Emails, letters, and documented conversations are gold. Medical evidence matters too—ask your GP or consultant to confirm your condition and support needs.
Witness statements help. If colleagues or managers have seen how you struggled without support, their testimony adds weight to your claim. Calculate your financial loss precisely. Add lost wages, lost bonuses, pension contributions, and the cost of private treatment if needed. Include emotional distress—tribunals recognise the toll of discrimination.
Before filing a formal claim, contact ACAS (Advisory, Conciliation and Arbitration Service). They offer free mediation and early conciliation. Many cases settle here without tribunal proceedings.
Next Steps and Legal Support
Time pressure is real. Employment claims must be filed within three months of the discriminatory act.
Do not delay. Seek specialist legal advice early. An employment solicitor will review your circumstances, explain your options, and advise on the strength of your claim.
Wolf Law has helped many clients navigate disability discrimination disputes. We understand the emotional and financial toll.
We can represent you at tribunal, negotiate settlements, or guide you through mediation. Many employment cases resolve faster with legal support—employers often soften their stance once legal representation enters the picture.
Contact Wolf Law today for a confidential consultation. Your first conversation is an opportunity to discuss your situation, explore your rights, and plan a path forward.
Frequently Asked Questions
How long do I have to file an employment claim?
You have three months from the act of discrimination to lodge a claim at an Employment Tribunal. This deadline is strict. Contact a solicitor immediately if you believe you’ve been discriminated against.
What compensation can I receive?
Compensation covers lost wages, bonuses, pension contributions, and awards for emotional distress. Tribunal judgments vary widely but can reach five or six figures in serious cases involving significant financial loss and psychological harm.
Do I need a solicitor to file a tribunal claim?
No, you can represent yourself. However, employment law is complex. Solicitors understand procedural requirements, evidence rules, and settlement negotiations. Professional representation significantly improves your chances of success.
What if my employer retaliates after I complain?
Victimisation is also illegal under the Equality Act. If your employer treats you badly because you’ve complained about discrimination, that’s another claim. Document everything if retaliation occurs.
Can I settle before going to tribunal?
Yes. ACAS offers free mediation. Many disputes resolve without tribunal involvement. Settlements are often quicker and preserve working relationships better than formal proceedings.
What does “reasonable adjustment” actually mean?
Reasonable adjustments remove barriers to your work. They must be practical and proportionate to your employer’s resources. Courts assess reasonableness case-by-case, but employers cannot hide behind cost alone if they’re a large organisation.
How long does a tribunal claim take?
Most cases take 6-18 months from filing to hearing. Some settle earlier via negotiation. Early legal advice often accelerates resolution—employers frequently settle once they understand their legal exposure and potential liability.
Further Reading
For more information on UK employment rights, visit the Law Society to find qualified solicitors in your area.
Legal Disclaimer: This article is intended for informational purposes only and does not constitute legal advice. For specific advice relating to your circumstances, please contact Wolf Law directly to arrange a consultation with one of our qualified solicitors.
