Has your reasonable adjustment been rejected? That doesn’t have to be the end
You’ve explained what you need at work. Maybe you asked for a BSL interpreter for important meetings. Perhaps you need information provided in writing, captions during online meetings, different equipment or a change to the way your workplace communicates with you.
Then the answer comes back: No.
It can feel final; You asked for support ➝ your employer rejected the request ➝ now you may be wondering what you are supposed to do next.
But a “no” to one request does not necessarily mean the conversation is over.
If you are Deaf and an adjustment would help remove a disadvantage you experience at work, you can take steps to understand the decision, explain the barrier more clearly, and explore another solution.
First, what is a reasonable adjustment?
Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments where a disabled worker would otherwise be put at a substantial disadvantage compared with a non-disabled worker. The law applies across different areas of employment, including recruitment, training, promotion and day-to-day work.
For a Deaf employee, an adjustment could involve communication, equipment or the way something is organised. For example, depending on the individual and the situation, this could mean providing information in an accessible format, using appropriate equipment, changing a process or making sure communication support is available.
There isn't one adjustment that is right for every Deaf person. Your communication needs are individual.
Can your employer say no?
This is where the word “reasonable” matters.
An employer does not automatically have to agree to every specific adjustment that is requested. What is reasonable depends on the individual circumstances.
Factors can include whether the adjustment would actually remove or reduce the disadvantage, how practical it is, the cost, the size and resources of the organisation, and whether financial assistance is available.
So a rejected request does not automatically mean your employer has broken the law, but it also doesn't mean you have to simply accept “no” without understanding why.
Ask why your request was rejected
A useful first step is to ask your employer to explain the decision.
You could ask:
“Can you please explain why my reasonable adjustment request has been declined?”
If possible, ask for the response in writing. This can make the information more accessible to you and gives you a record of what has been discussed.
You can also bring the conversation back to the actual barrier you are experiencing.
For example:
“Without communication support during team meetings, I am missing information that my hearing colleagues can access. What alternative adjustment can we consider to make these meetings accessible to me?”
That changes the conversation from simply arguing about one solution to explaining what needs to become accessible.
Ask what alternatives have been considered
Your first suggestion may not be the only possible solution. If your employer says that the exact adjustment you've requested isn't reasonable in the circumstances, ask what other options they have considered.
For example:
“If this adjustment isn't possible, what alternative can we put in place to remove the communication barrier?”
You can also suggest another option yourself.
The important point is that the barrier hasn't disappeared because one particular solution was rejected.
Official Equality and Human Rights Commission guidance says the overall aim should be, as far as possible, to remove or reduce the disadvantage experienced by the disabled worker.
Explain the barrier, not only the adjustment
Sometimes an employer may focus on the thing you've requested without fully understanding why you need it.
Imagine you ask for a BSL interpreter for a training session. The important information isn't simply: “I want an interpreter.” It is that you need to be able to access the same training information, ask questions, participate and understand discussions alongside your colleagues.
Or perhaps you ask for captions during online meetings. Again, the issue isn't captions themselves. The issue is that without appropriate communication access, you may miss information that you need to do your job.
Explaining the barrier can help your employer understand what the adjustment is trying to solve.
Keep a written record
Try to keep copies of your requests and your employer's responses. This might include emails, meeting notes, dates when you raised the issue, adjustments you suggested, alternatives discussed and any problems you've experienced because communication wasn't accessible.
You don't need to make this complicated; A simple written timeline can make it much easier to remember what happened if you need to discuss the issue again with your manager or HR.
What about Access to Work?
This is particularly important for Deaf employees; Access to Work can provide support for eligible disabled people in England, Scotland and Wales when they need additional help at work. Depending on someone's individual needs and award, this can include equipment, adaptations or support workers. Government guidance also specifically includes communication support at job interviews, such as a BSL interpreter or lipspeaker.
But there is an important distinction: Access to Work does not replace your employer's legal responsibility to make reasonable adjustments. Government guidance describes Access to Work as support that goes above and beyond an employer's reasonable-adjustment responsibilities.
So if somebody tells you, “That's an Access to Work issue, not ours,” the situation may be more complicated than that.
The employer's responsibilities and Access to Work support need to be considered separately. Read the official Access to Work guidance
What if you're still getting nowhere?
If you've explained the barrier, asked why the adjustment was rejected and tried to discuss alternatives but the problem hasn't been resolved, you can ask for further support. Depending on your workplace, that might mean speaking to HR, your manager, a trade union representative or another appropriate person within the organisation.
You can also get independent advice from Acas or Citizens Advice. GOV.UK specifically directs workers to these organisations, or their trade union representative, for advice about workplace issues.
If you believe your employer may have failed to meet its duties under the Equality Act 2010, getting individual advice is particularly important. Your circumstances matter, and a general article cannot tell you whether an employer has acted unlawfully in your particular case.
You can ask again
One rejected request doesn't mean you have to stop talking about accessibility.
➝ You can ask why.
➝ You can explain the communication barrier.
➝ You can ask what other adjustments have been considered.
➝ You can suggest another solution.
➝ And you can ask for help if you're still unable to access your workplace properly.
The aim is to find a reasonable way for you to access your job and participate at work without being placed at a substantial disadvantage because you are Deaf. That's the principle behind the reasonable-adjustment duty in the Equality Act. Equality and Human Rights Commission
Need help putting your request into words?
Sometimes knowing what you need is easier than explaining it to an employer.
We've created a free guide to help you understand workplace support and ask for the adjustments you need. It includes practical information and templates you can adapt when requesting a reasonable adjustment from your employer.
Quick summary
If your reasonable adjustment has been rejected:
Ask why. Request a clear explanation, preferably in writing.
Explain the barrier. Tell your employer what you cannot access and how it affects you at work.
Ask about alternatives. One solution being rejected doesn't necessarily mean there isn't another suitable adjustment.
Keep records. Save emails and make notes of important conversations and decisions.
Check Access to Work. It may provide additional workplace support, but it does not replace your employer's reasonable-adjustment duties.
Get advice if you need it. Speak to HR, your union, Acas or Citizens Advice if the issue isn't being resolved.
Remember: a rejected request can be the start of another conversation, rather than the end of one.
