Under the Equality Act 2010, employers, service providers, and education providers must make reasonable adjustments for people with disabilities where a provision, criterion, practice, or physical feature places them at a substantial disadvantage. Examples include flexible working hours, remote working, modified duties, adapted equipment, larger text, or additional breaks. Whether an adjustment is "reasonable" depends on its cost and practicality relative to the size of the organisation.

Generally, your employer can only be expected to make adjustments if they know — or could reasonably be expected to know — that you have a disability. You do not have to disclose a specific diagnosis, but you should explain how your condition affects your ability to carry out your role and what adjustments would help. Your employer may request supporting medical evidence, which is reasonable for significant adjustments.

A care package is support arranged by your local council under the Care Act 2014. You are entitled to a care needs assessment from your council if you appear to have care and support needs. If the assessment confirms eligible needs, the council must meet them — either by providing services directly, or via a direct payment you manage yourself. You can write formally requesting an assessment if the council has not proactively offered one.

If your employer refuses a reasonable adjustment request without adequate justification, this may constitute disability discrimination under the Equality Act 2010. You can raise a formal workplace grievance, and if unresolved, bring a claim to an Employment Tribunal. Claims must be submitted within three months minus one day of the act of discrimination, after ACAS Early Conciliation. Keep records of all requests and responses.