You may need new adjustments if your condition or your duties change.
Examples of adjustments include:
changes to the physical workplace environment, like installing a ramp
providing you with special equipment, such as an ergonomic keyboard or an adapted desk
flexible hours and location of work
You should have regular reviews with your employer to discuss your needs and how well the adjustments you have are meeting these. Work with your employer to decide how often you need to meet.
Start by asking your line manager about the process for making adjustments. If they cannot get you the help that you need, contact your employer’s human resources department. Access to Work grants can be used to pay for assessment to work out what you need, as well as paying for adjustments.
You may wish to prepare notes beforehand so that you have an idea of what you want to say. Bring these with you and clearly explain what you are finding difficult at work and what you think might be the solution. If you already know what you need, ask for it. Otherwise you should be given an assessment to determine how your needs have changed and how they can be better met.
At the meeting, aim to agree on specific actions that can be taken, and timescales for these.
Asking for adjustments returning to work
Your employer only has to provide reasonable adjustments if they are aware of your increased needs. Make sure you tell them when you need these. Keep a written record if you need to prove this.
If you have been off work due to your condition, your employer should deal with this as disability-related, rather than as sickness. If they do not, email them to say that this is because of your impairment. By doing this, there’s a record of what you have told your employer. If you are not offered a meeting to review your adjustments, request this specifically.
Reasonable adjustments are not ‘favouritism’. Employers must consider all requests that would give disabled people the tools they need to do their job. If your employer does not provide this, you may be able to bring a claim in an employment tribunal.