As someone who is autistic, I've had my reasonable adjustments requests declined without just cause. As an Autism professional, I know from my practice that this issue is not only deeply personal, but affects many others like me who struggle to have necessary accommodations recognised and implemented in a timely manner, or to understand why an adjustments hasn't been considered reasonable. It is high time we address the systemic shortcomings in how these requests are evaluated and responded to, ensuring that individuals with disabilities receive the support they need without unnecessary delays or cursory consideration.

The Equality Act 2010 in the UK mandates employers to make reasonable adjustments for individuals with disabilities to ensure they are not at a disadvantage. However, despite this legal framework, there is often a disparity in how these requests are handled compared to flexible working requests. Flexible working requests are timebound, with employers required to respond within 2 months, and employers must consult the employee before rejecting a request as well as only being able to refuse one based on specific, genuine business reasons set out in legislation.

Yet, for reasonable adjustments, there are no such timelines, leading to lengthy delays that can severely impact an individual's ability to perform effectively at work.

While there are clear guidelines and codes of best-practices set out for the reasonable adjustments decision making process, there is no statutory requirement to cite why a request has been refused based *weighing the following factors that are outlined in statutory codes of practice and case law:

1. Effectiveness: Will the proposed step actually remove or reduce the substantial disadvantage
2. Practicability: Is the adjustment physically or operationally possible to implement?
3. Financial Cost: The cost of the step versus the financial and other resources available to the employer as a whole.
4. Disruption: The extent to which the adjustment would disrupt the employer's business or other employees.
5. Resources & External Help: The availability of external financial assistance (such as the UK government's Access to Work scheme) is taken into account

The lack of scrutiny and accountability in processing reasonable adjustments requests not only undermines legal obligations but also perpetuates inequality and discrimination in the workplace forcing many autistic employees into grievance and tribunal processes, which are largely, inherently neuronormatively designed, and biased for success for those who don't communicate and interact in autistic way. The current system fails countless individuals who deserve timely and fair accommodation to succeed and feel included in their professional environment.

I propose that we implement a statutory timeline for reasonable adjustments requests, mirroring the structure of flexible working requests. This timeline would hold employers accountable and ensure a timely response, reducing unnecessary stress and barriers faced by individuals seeking accommodations.

I also propose a statutory requirement for employers to clearly cite, in writing, reasons for refusals. Clear reasons for refusals, based on specific, genuine business reasons set out in legislation would significantly eliminate cursory refusals by untrained employers.

Furthermore, there should be an independent review process or an appeal mechanism that individuals can trust to oversee disputes over declined requests. This would increase transparency and fairness, ensuring that decisions regarding reasonable adjustments are made impartially and justly.

By signing this petition, you are supporting a call for urgent reform in how reasonable adjustments requests are managed. Let’s pave the way for a more inclusive society where everyone has equal opportunity to thrive. Please sign this petition to make reasonable adjustments requests timebound, reasons for refusals clear and documented, and subject to the same scrutiny as flexible working requests. Together, we can make a real difference for individuals and communities affected by this issue.

*https://www.equalityhumanrights.com/guidance/business/employing-people-workplace-adjustments/what-do-we-mean-reasonable