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Reasonable accommodation in the workplace

Last Updated: 27 November 2025, Hits: 256

Accommodation or adjustments in the workplace mean employers have made changes or modifications to a job, workplace, or work practices to enable an employee with a disability to perform their role effectively and safely, and to ensure they have equal access to employment opportunities.

Employers must provide employees with disability with any reasonable workplace accommodations (we also call them adjustments) that:

They might need them during the interview process, and once they commence the job
Allow people with disability to work productively and safely and fully participate in all aspects of employment.

Employers must also make reasonable adjustments to accommodate employees with carer responsibilities for people with disability.

Workplace accommodations are covered in the Disability Discrimination Act 1992 (DDA), the Fair Work Act 2009 and the National Employment Standards.

Failing to provide reasonable adjustments may constitute direct or indirect discrimination. Read about direct and indirect discrimination at work. For more information about disability discrimination, visit the Australian Human Rights Commission.

What are reasonable adjustments and accommodations?

Reasonable adjustments might be:

Physical changes to the work area and workplace
Equipment or services
Changes to work methods and tasks.

Depending on your situation, you may not need extensive changes. Some people may need minor adjustments that the employer can make easily at little or no cost.

The Employment Assistance Fund (EAF) can provide funding to help make any changes.

What the law says about reasonable accommodations

If an adjustment helps an employee with disability, the law says the employer must make it, unless they can prove that it would cause them ‘unjustifiable hardship.’ Unjustifiable hardship might be:

Severe financial hardship
Technical issues
Heritage reasons (if the building is heritage listed and cannot be modified).

A small cost or inconvenience is not an unjustifiable hardship.

Flexible work arrangements

Another type of adjustment may be flexible arrangements. This can include changes to their:

Hours of work
Pattern of work
Location of work.

Under the Fair Work Act, certain employees with disability and those caring for a person with disability can request flexible work arrangements. Typically, this applies to permanent employees who’ve worked for the employer for 12 months, or casual employees who’ve worked regularly for 12 months and are expected to continue. However, employers still have an obligation under the Disability Discrimination Act to provide a reasonable adjustment.

Disputes

If you have already made efforts to negotiate with your employer and they still refuse to provide reasonable accommodation, you can contact:

Human Rights Commission
Complaint Info line: 1300 656 419
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.
Download form
Fair Work Ombudsman on 13 13 94, or write to Fair Work Ombudsman
GPO Box 9887, in your capital city
Legal help for employment issues