Reasonable Adjustments
Not a favour. Not something you earn by proving you're struggling enough. A legal right, and this page explains how to use it. This page provides general peer‑support guidance and does not reproduce BMA policy text. For full official guidance, visit BMA.org.uk.
Reasonable Adjustments
Reasonable adjustments are changes your employer is legally required to make so that your disability doesn't put you at a substantial disadvantage compared to non-disabled colleagues. They are not a favour. They are not something you earn by proving you're struggling enough. They are a legal right.
What counts as "reasonable" depends on the size of the employer, the cost of the adjustment, and how effective it would be. NHS trusts are large employers with significant resources. The bar for what's "reasonable" is higher for them than for a small private practice, which works in your favour.
Examples of adjustments doctors have requested
Working pattern
Adjusted start/finish times, less than full time (LTFT) hours, no night shifts, protected rest periods.
Physical environment
Accessible parking, ground floor workspace, adapted equipment, quiet room access.
Clinical duties
Modified on-call arrangements, adjusted home visiting requirements, alternative to certain procedures.
Training & assessment
Extra time in exams, alternative assessment formats, adjusted training rotations.
Communication
Written instructions as well as verbal, adjustments to communication systems, interpreter support.
Support mechanisms
Named buddy or mentor, regular check-ins with educational supervisor, peer support access.
How to request an adjustment, step by step
Document your needs clearly
Write down how your condition affects your work specifically - not your diagnosis in detail, but the functional impact. "I experience fatigue after four consecutive hours of clinical work" is more useful than a medical summary.
Request an occupational health referral
An OH report gives an independent professional view of what adjustments are appropriate. Your employer doesn't have to follow it, but it significantly strengthens your position if you need to escalate, and most employers take it seriously.
Put your request in writing
Email your line manager, educational supervisor, or HR. State what you're asking for and why. Keep a copy. If it later becomes a dispute, that email is your evidence.
Follow up formally if no response
If you don't receive a response within a reasonable time (two weeks is fair), follow up in writing again, referencing your original request and the date it was sent.
Contact the BMA if you hit a wall
If your employer refuses or simply doesn't engage, the BMA's advisory and legal services are there for members. Contact them before you assume nothing can be done.