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© 2026. The Purpl Co Limited. All rights reserved.
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© 2026. The Purpl Co Limited. All rights reserved.
8 min read
Written by
Georgina, Founder of Purpl
Published on
October 2, 2026
Last reviewed: 02 October 2026
Applies to: UK. The Equality Act 2010 rules discussed below apply in England, Scotland and Wales. Northern Ireland has separate disability discrimination legislation.
Written by: Georgina Colman, Founder of Purpl
There is no legal rule saying your employer must respond to a reasonable adjustment request within two weeks. But they still cannot just ignore your request or leave you waiting indefinitely.
MPs had recommended bringing in a two-week deadline for employers to respond to reasonable adjustment requests.
The Government has decided not to introduce that deadline.
So, if you are waiting for help at work, what does that actually mean for you?
Key Takeaway: The Government has decided not to introduce a two-week legal deadline for reasonable adjustment requests. Your employer must still deal with requests within a reasonable timeframe.
The Work and Pensions Committee wanted employers to have to reply to reasonable adjustment requests within two weeks. It also wanted employers to explain in writing if they refused a request.
The Government has now responded and has not introduced those new rules. That means there is still no fixed number of days an employer has to respond.
But this is important:
Purpl Insight: The two-week rule has not become law, but your existing rights to reasonable adjustments have not disappeared.
A reasonable adjustment is a change at work that helps remove a barrier caused by your disability or health condition. Employers have a legal duty to make reasonable adjustments where the Equality Act 2010 applies.
A reasonable adjustment is a change at work that helps remove a barrier caused by your disability or health condition.
For example, this could mean:
Employers have a legal duty to make reasonable adjustments where the Equality Act 2010 applies.
You do not need to be receiving PIP to ask for a reasonable adjustment.
Purpl Tip: When you ask for support, explain what is making work difficult and what change you think could help.
There is no set number of days.
Some adjustments can be agreed quickly.
Others may take longer because your employer needs to arrange equipment, speak to occupational health or work out how a change could work.
But long delays can still be a problem.
Government research found that:
The Government says these figures should be treated carefully because the research was limited, but they do show that some disabled workers are waiting a long time for support.
And while you are waiting, the impact can be very real.
You might be:
| If this is happening | What you can do |
|---|---|
| You have had no reply | Follow up in writing and ask when you can expect an update. |
| Your employer says it is still being considered | Ask what is causing the delay and whether they need anything else from you. |
| Equipment or an assessment is taking time | Ask whether a temporary adjustment can be put in place. |
| The delay is affecting your health | Explain this clearly in writing. |
| Your manager cannot approve it | Ask who can make the decision. |
| Nothing is moving forward | Ask for a meeting, speak to HR or your union, or consider a formal grievance. |
Purpl Insight: A delay that looks small to an employer can have a huge effect on the disabled person waiting for support.
Start by following up in writing.
You could simply ask:
Keep copies of your emails and note the date you first asked for help.
If the delay is affecting your health or your ability to work, say that clearly.
For example:
“I am still waiting for the adjustment we discussed, and this is now making my pain and fatigue worse.”
You can also ask whether a temporary solution could be put in place while you wait.
If nothing changes, you may want to speak to HR, your union or Acas.
Need help wording your request? We’ve created simple Purpl PDF templates you can copy and personalise:
Purpl Tip: You do not need to make your email complicated. A short, clear written record is often more useful than a long explanation.
Yes. Your employer does not have to agree to every adjustment you suggest.
The law says the adjustment has to be reasonable.
That can depend on things like:
But if your employer says no, that does not mean the conversation has to stop.
Acas says employers should discuss the decision and consider other ways to support you.
So if one idea is refused, ask:
“What other adjustment could remove the same problem?”
Purpl Tip: Focus on the barrier you are facing, not just one solution. There may be another way to get the support you need.
Yes, sometimes.
Home working, hybrid working or different hours can be reasonable adjustments if they help remove a disability-related disadvantage.
For example, working from home might help if:
It is important to explain why the change relates to your disability or health condition.
A reasonable adjustment request is different from an ordinary flexible working request, even if the end result looks similar.
Purpl Insight: If working from home would reduce a disability-related barrier, say that clearly in your request.
They are not the same thing.
Reasonable adjustments are changes your employer may have a legal duty to make.
Access to Work is a Government scheme that can help with extra disability-related support needed for work.
Access to Work can sometimes help with things like:
But Access to Work does not replace your employer’s legal responsibility to make reasonable adjustments.
You can sometimes have both at the same time.
For example, your employer might change your hours, while Access to Work helps with disability-related travel.
Purpl Tip: If your employer tells you to “just apply for Access to Work”, ask whether the support you need is actually something they should be providing as a reasonable adjustment.
Reasonable adjustments are your employer’s responsibility where the legal duty applies, and you should not be expected to pay for something your employer is required to provide.
However, there may be other everyday costs connected with working, travelling or working from home where a Purpl discount could help.
Important: If equipment or support is something your employer should provide as a reasonable adjustment, don’t buy it yourself simply because a Purpl discount is available. Speak to your employer first and check whether Access to Work could also provide additional support.
No. MPs recommended a two-week deadline, but the Government has not introduced it.
Your employer should still deal with your request within a reasonable amount of time.
No. They cannot avoid their legal responsibilities simply by refusing to deal with your request.
If you are getting no response, follow up in writing and keep a record.
No.You can ask verbally, but putting your request in writing can make things much clearer.
It also gives you a record of when you asked.
Yes. You do not need to receive PIP, DLA or another disability benefit to ask for reasonable adjustments.
Not always. The Equality Act looks at the effect your condition or impairment has on your daily life, rather than simply whether you have a particular diagnosis.
Yes, in some cases. If working from home or working different hours removes a disability-related disadvantage, it may be considered as a reasonable adjustment.
Ask why and ask whether another adjustment could help instead. If you still believe your employer is failing to make reasonable adjustments, you can speak to Acas for advice.
No. Access to Work is designed to provide extra support. It does not replace things your employer is legally responsible for providing.
There is no new two-week deadline for employers to respond to reasonable adjustment requests.
But that does not mean they can leave you waiting forever.
Your employer still has legal responsibilities.
If you are waiting for an adjustment:
Georgina’s final thoughts: “The important thing for me is what happens to the disabled person while they are waiting. If you need an adjustment to manage pain, fatigue, mobility or another part of your condition, weeks of delay can have a huge impact. You should not have to keep chasing for support while your health or ability to work gets worse.”
Georgina Colman is the Founder of Purpl, a disabled-led platform created to help disabled people and people living with long-term health conditions reduce the extra costs that can come with disability.
Georgina lives with multiple sclerosis (MS) and ADHD and is an ambulatory wheelchair user, giving her direct lived experience of navigating disability, work, accessibility and the practical adjustments that can make it possible to continue working.
She founded Purpl to combine meaningful discounts with practical information, community support and its Community Grant Fund, helping disabled people save money while making useful disability information easier to find and understand.
How to apply for Access to Work: Find out who can apply, what support you may be able to get and how to make an Access to Work application.
Access to Work cap freeze: what disabled workers need to know
Access to Work waiting times reach 37 weeks: what disabled workers need to know
What is a Health Adjustment Passport & How to Apply for It: Use this free government document to record your disability, health condition and workplace adjustments, making it easier to explain the support you need to your employer.
Reasonable adjustment request template: Use our free templates to ask for a reasonable adjustment, follow up if your employer has not replied, or respond if your request is refused.
Purpl PIP Tracker: Record how your condition affects you day to day and build real-life examples you can look back on for a PIP claim, review, mandatory reconsideration or appeal.
GOV.UK: Reasonable adjustments for disabled workers