Mental health, disability, and your rights under the Equality Act

Reasonable adjustments are a key part of creating fair and inclusive workplaces. They are especially important for people experiencing mental health challenges, yet they are often misunderstood or overlooked.

Many people do not realise that mental health can be classed as a disability under UK law. This means it is legally protected, and employers have responsibilities to support employees who are affected.

This guide explains reasonable adjustments through a mental health lens. It covers what reasonable adjustments are, how mental health is protected under the Equality Act 2010, what protected characteristics mean, and how to ask for adjustments at work.

What are reasonable adjustments?

Reasonable adjustments are changes an employer can make to remove or reduce barriers at work for disabled people.

Under the Equality Act 2010, employers have a legal duty to make reasonable adjustments where a disabled employee would otherwise be placed at a substantial disadvantage compared to non-disabled colleagues.

Reasonable adjustments are about access and fairness. They exist to ensure people can work safely, effectively, and sustainably.

Whilst not mandatory, it can be helpful to request reasonable adjustments in writing and to keep follow-up communication in writing where possible. This creates a clear record of what has been requested and discussed. If an employer refuses an adjustment, a follow-up email after a meeting to confirm what was said can also be useful.

Is mental health a disability under the Equality Act?

Yes. Mental health conditions can be classed as a disability under the Equality Act 2010.

A mental health condition may be considered a disability if it:

• Has a substantial impact on day-to-day activities.
• Is long term, meaning it has lasted or is likely to last 12 months or more.

This can include conditions such as depression, anxiety disorders, bipolar disorder, PTSD, eating disorders, and other mental health conditions. Neurodivergent conditions such as autism and ADHD are also included.

Mental health disabilities do not need to be visible, constant, or formally disclosed to be protected.

If your mental health affects how you work, concentrate, communicate, manage energy, or cope with workplace pressures, you may be entitled to reasonable adjustments.

Why reasonable adjustments matter for mental health

Workplace pressures can have a significant impact on mental health. Without support, these pressures can build up and lead to stress, burnout, or crisis.

Reasonable adjustments can help by:

• Reducing unnecessary stress and overload.
• Supporting recovery during difficult periods.
• Preventing mental health from worsening.
• Helping people stay in work rather than needing time off.

Adjustments often benefit not only the individual, but the wider team and organisation too.

What counts as reasonable adjustments for mental health?

There is no fixed list of reasonable adjustments. What is reasonable depends on the person, the role, and the workplace.

Common reasonable adjustments for mental health include:

• Flexible working hours or adjusted start and finish times.
• Remote or hybrid working.
• Adjusted workloads or deadlines during periods of poor mental health.
• Clear written instructions and expectations.
• Advance notice of meetings, changes, or deadlines.
• Additional breaks during the working day.
• Changes to how meetings are run.
• Quiet working spaces or reduced sensory input.
• Supportive supervision or regular check-ins.

If an adjustment reduces stress, anxiety, overwhelm, or burnout risk, it may be reasonable to request it.

Do you need to disclose a mental health diagnosis?

No.

You do not need to disclose a diagnosis or share personal medical information to ask for reasonable adjustments.

Employers may need to understand how your mental health affects your work, but this should focus on impact and support rather than labels.

Many people find it helpful to frame requests like this: “

• "Clear written instructions help me manage my workload."
• "Flexibility with hours supports my mental health."
• "Advance notice of changes helps reduce anxiety."

This keeps the conversation practical and work-focused.

Protected characteristics under the Equality Act 2010

The Equality Act 2010 protects people from discrimination based on certain characteristics. These are known as protected characteristics.

The protected characteristics are:

• Disability
• Age
• Sex
• Gender reassignment
• Sexual orientation
• Race
• Religion or belief
• Pregnancy and maternity
• Marriage and civil partnership

Disability includes physical health conditions, mental health conditions, and neurodivergence.

This means it is unlawful for an employer to treat someone unfavourably because of their mental health if it meets the definition of a disability under the Act. Employers also have a specific duty to make reasonable adjustments for disabled employees.

How to ask for reasonable adjustments

A clear, simple approach is usually best.

1. Identify one or two adjustments that would help most.
2. Ask for a conversation with your manager or HR.
3. Explain how your mental health affects your work and what support would help.
4. Follow up in writing so there is a clear record.

Reasonable adjustments should be discussed collaboratively and can be reviewed over time.

What if reasonable adjustments are refused?

If an employer refuses a request for reasonable adjustments, they should explain why and consider alternative options.

Whilst not legally required, we recommend that you ask for the reason your reasonable adjustments were refused in writing – this allows you to keep a note if needed later.

If you need advice or clarification, you can contact the Advisory, Conciliation and Arbitration Service (ACAS), which offers free and confidential guidance on reasonable adjustments, mental health at work, and disability rights.

You may also be able to get support from a trade union, occupational health services, or specialist mental health and disability charities.

Key points to remember

• Mental health can be a disability under the Equality Act 2010.
• Disability is a protected characteristic.
• Employers have a legal duty to make reasonable adjustments.
• You do not need to disclose a diagnosis.
• Reasonable adjustments can support mental health and wellbeing.
• Free advice and support are available.

Reasonable adjustments are a practical way to protect mental health at work and create environments where people can work well, not just cope.