{"id":9063,"date":"2022-05-06T20:36:00","date_gmt":"2022-05-06T20:36:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9063"},"modified":"2026-03-20T09:25:27","modified_gmt":"2026-03-20T09:25:27","slug":"reasonable-adjustment-examples-for-hybrid-workers","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/reasonable-adjustment-examples-for-hybrid-workers\/","title":{"rendered":"6 reasonable adjustment examples for disabled hybrid workers"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">by <strong>Stephen Simpson<\/strong>, Brightmine Principal Editor- Employment Law and Compliance<\/p>\n\n\n\n<p class=\"\">Employers that are operating under a hybrid working model must ensure that their working arrangements are inclusive, including making reasonable adjustments to the model for disabled workers. We set out six examples of potential reasonable adjustments for hybrid workers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Reduce-amount-of-time-attending-workplace\">1. Reduce amount of time attending workplace<\/h2>\n\n\n\n<p class=\"\">Employers that are operating under a hybrid working model will have set expectations around how much time staff are expected to spend at the workplace. For example, the employer&#8217;s&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/policies-and-procedures\/hybrid-working-policy\/165967\/\" target=\"_blank\" rel=\"noreferrer noopener\">hybrid working policy<\/a>&nbsp;may state that employees are generally expected to spend 40% to 60% of their working time in the workplace.<\/p>\n\n\n\n<p class=\"\">However, employers should ensure that their hybrid working model builds in sufficient <a href=\"https:\/\/www.brightmine.com\/uk\/resources\/blogs\/advantages-of-flexible-work\/\">flexibility<\/a> to allow individuals&#8217; circumstances to be taken into account.<\/p>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\" id=\"further-resources\">Key resources<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/training\/managing-hybridflexible-workers-line-manager-training\/164703\/\" target=\"_blank\" rel=\"noreferrer noopener\">Training on managing hybrid\/flexible workers<\/a><\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/podcasts-and-webinars\/webinar-hybrid-working-building-an-inclusive-and-collaborative-culture\/166094\/\" target=\"_blank\" rel=\"noreferrer noopener\">Webinar: Hybrid working &#8211; building an inclusive and collaborative culture<\/a><\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/commentary-and-insights\/eight-tips-for-making-hybrid-work-meetings-effective\/166362\/\" target=\"_blank\" rel=\"noreferrer noopener\">Eight tips for making hybrid work meetings effective<\/a><\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/case-studies\/how-the-university-of-manchester-implemented-hybrid-working-for-its-professional-services-staff\/166374\/\" target=\"_blank\" rel=\"noreferrer noopener\">How The University of Manchester implemented hybrid working for its professional services staff<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"\">This includes where the employee is disabled and would benefit from additional time working remotely, for example where:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Commuting is difficult for them;<\/li>\n\n\n\n<li class=\"\">They have specialist equipment set up at home; or<\/li>\n\n\n\n<li class=\"\">They have a mental health condition that means that they are more productive when working from home (with some workers facing difficulties in a busy\/noisy workplace).<\/li>\n<\/ul>\n\n\n\n<p class=\"\">This means that a potential reasonable adjustment to hybrid working could include allowing a disabled employee to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Work from home all or most of the time, even if their colleagues are generally expected to split their time between attending the workplace and remote working; or<\/li>\n\n\n\n<li class=\"\">Split their time between attending the workplace and remote working, even if hybrid working is not generally available for their role.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Allow-employee-to-start\">2. Allow employee to start\/finish outside peak travel hours<\/h2>\n\n\n\n<p class=\"\">Whatever working patterns an organisation has set for staff, it is a good idea to think about when it would be appropriate to allow individuals to amend their start and finish times, bearing in mind their personal circumstances and travel arrangements.<\/p>\n\n\n\n<p class=\"\">This includes potentially amending the start and finish times for a disabled worker, for example where:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Commuting is more challenging for them during peak travel hours; or<\/li>\n\n\n\n<li class=\"\">Their immune system means they are at higher risk from coronavirus and they can reduce the risk of catching it by travelling at quieter times.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">For employers that can be flexible with start and finish times, options include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Allowing the employee to start and finish earlier.<\/li>\n\n\n\n<li class=\"\">Allowing the employee to start and finish later.<\/li>\n\n\n\n<li class=\"\">Having flexible &#8220;windows&#8221; for start and finish times.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The arrangement could be permanent or temporary &#8211; for example to allow an employee some flexibility until their confidence in travelling at peak times has been restored.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Adjust-any-hotdesking-arrangements\">3. Adjust any hotdesking arrangements<\/h2>\n\n\n\n<p class=\"\">Hotdesking has become an important element of many employers&#8217; hybrid working arrangements. However, employers need to be aware that hotdesking can put disabled employees at a substantial disadvantage compared with others.<\/p>\n\n\n\n<p class=\"\">For instance, an employer may have to adapt its hotdesking policy to:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Reserve a permanent workspace for a disabled employee who has specific requirements (for example if they need specialist equipment); or<\/li>\n\n\n\n<li class=\"\">Adjust how hot desks are allocated \u2014 a &#8220;first come, first served&#8221; approach to their allocation may disadvantage a disabled worker so an option to book a desk in advance may be preferable.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The employment tribunal ruling in&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-cases\/disability-discrimination-stopping-hotdesking-for-short-time-is-reasonable-adjustment\/166409\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Baker v House of Commons Commission<\/em><\/a>&nbsp;provides lessons for employers in what can go wrong with hotdesking arrangements. In that case, the claimant successfully argued that her employer breached its duty to make reasonable adjustments when it failed to prevent the use of her allocated desk as a hot desk during a short absence. The claimant returned from her absence to find that &#8220;all her equipment including her desk, chair and workstation had been drastically altered or moved&#8221;.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Want to make smarter, more-informed decisions?<\/h2>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/uk\/products\/hr-compliance-centre\/?intcmp=hrcc-resources|cta-single|dark|banner|hrcc-product-page|learn-more\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Provide-equipment-to-allow-employee-to-work-remotely\">4. Provide equipment to allow employee to work remotely<\/h2>\n\n\n\n<p class=\"\">Under a hybrid working model, employers should provide staff with the equipment necessary for them to work remotely. The equipment that the employer provides will depend on:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The nature of the role.<\/li>\n\n\n\n<li class=\"\">The impact of remote working on the specific individual&#8217;s health and wellbeing.<\/li>\n\n\n\n<li class=\"\">Whether the equipment is needed to allow the individual to carry out their work effectively.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">However, employers may need to go further to <a href=\"https:\/\/www.brightmine.com\/uk\/solutions\/reduce-compliance-risk\/\">comply<\/a> with their duty to make reasonable adjustments for disabled employees. If the employer provides a hybrid worker with special equipment (such as an ergonomic chair) in the workplace, it is likely that they will need to provide the equivalent equipment at home.<\/p>\n\n\n\n<p class=\"\">Where this is a reasonable adjustment, it is up to the employer to pay for this equipment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Adapt-communication-methods-and-approach-to-meetings\">5. Adapt communication methods and approach to meetings<\/h2>\n\n\n\n<p class=\"\">The duty to make reasonable adjustments for disabled staff extends to all aspects of employment, so that includes the way in which communications are handled and meetings are conducted.<\/p>\n\n\n\n<p class=\"\">The onus is placed firmly on the employer, not the employee, so line managing an employee who has a disability involves actively thinking about how to support them.<\/p>\n\n\n\n<p class=\"\">Line managers should ensure that:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Their methods of communication are suitable for any disabled employees.<\/li>\n\n\n\n<li class=\"\">Hybrid work meetings, where some attendees are there in person and others are joining remotely, do not exclude disabled workers.<\/li>\n\n\n\n<li class=\"\">Colleagues are encouraged to support disabled workers.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading\" id=\"further-resources\">Model documents<\/h3>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/policies-and-procedures\/hybrid-working-policy\/165967\/\" target=\"_blank\" rel=\"noreferrer noopener\">Hybrid working policy<\/a><\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/letters-and-forms\/homeworking-health-and-safety-risk-assessment-form-for-remotehybrid-worker\/165198\/\" target=\"_blank\" rel=\"noreferrer noopener\">Homeworking health and safety risk assessment form for remote\/hybrid worker<\/a><\/li>\n\n\n\n<li class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/letters-and-forms\/tailored-reasonable-adjustments-plan-for-disabled-employee\/97537\/\" target=\"_blank\" rel=\"noreferrer noopener\">Tailored reasonable adjustments plan for disabled employee<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n<p class=\"\">Mental health conditions can have an impact on an employee&#8217;s ability to participate in work-related activities, as demonstrated in the employment tribunal decision in&nbsp;<a href=\"https:\/\/hrcentre.uk.brightmine.com\/employment-law-cases\/disciplinary-hearing-rescheduling-and-holding-by-phone-is-reasonable-adjustment\/166334\/\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Hayes v Rendall &amp; Rittner Ltd<\/em><\/a>. In that case, the tribunal held that allowing an employee to participate in a disciplinary hearing by telephone, rather than via Teams, would have been a &#8220;simple, inexpensive and timely&#8221; adjustment that allowed him to be treated fairly.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Take-steps-to-ensure-employee-is-not-isolated\">6. Take steps to ensure employee is not isolated<\/h2>\n\n\n\n<p class=\"\">Employers have a responsibility to safeguard employees&#8217; health and safety &#8211; this includes looking after their mental health.<\/p>\n\n\n\n<p class=\"\">Employers may find that remote working leads to some employees having less social interaction and feeling isolated. This is a particular danger with some mental health conditions and line managers should be encouraged to have supportive conversations with employees around their mental wellbeing and take steps to help them where necessary.<\/p>\n\n\n\n<p class=\"\">Under a hybrid working model, it is very important that a new recruit with a disability is provided with support. After a job applicant accepts an offer of employment, the employer should explore what reasonable adjustments might be necessary to enable them to be fully productive.<\/p>\n\n\n\n<p class=\"\">Potential reasonable adjustments for a new hire who is disabled include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Their line manager having more regular catch-ups with them than are necessary with existing staff.<\/li>\n\n\n\n<li class=\"\">Providing them with a &#8220;buddy&#8221; to keep in regular contact with, particularly if they are working remotely a lot of the time.<\/li>\n\n\n\n<li class=\"\">Giving them access to any additional training or support that they need to get up to speed in their new role.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-342fc9d22a6caae45663a7eae1e30d1d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Reduce-amount-of-time-attending-workplace\">Reduce amount of time attending workplace<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-4004bffd6d13099f69543efbfeaf08c0\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Allow-employee-to-start\">Allow employee to start\/finish outside peak travel hours<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-fc8ca08c2ec0216652dac432adb1d223\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Adjust-any-hotdesking-arrangements\">Adjust any hotdesking arrangements<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-4568411001592c7dc7e280d8ed07861e\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Provide-equipment-to-allow-employee-to-work-remotely\">Provide equipment to allow employee to work remotely<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-b18cf66cc0ea4ca85a3f0185164dddb7\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Adapt-communication-methods-and-approach-to-meetings\">Adapt communication methods and approach to meetings<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-02898829bbe159f026d3504d275bf4cd\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#Take-steps-to-ensure-employee-is-not-isolated\">Take steps to ensure employee is not isolated<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Access our complete library of policies<\/h3>\n\n\n\n<p class=\"\">This policy is designed to complement our accompanying Equality, diversity and inclusion (EDI) policy. <\/p>\n\n\n\n<p class=\"\">For full access, sign up to a subscription to the HR &amp; Compliance Centre today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-12558 resources type-resources status-publish has-post-thumbnail hentry category-blogs topic-harassment topic-dei topic-hr-compliance topic-policies\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/harassment\/anti-harassment-and-anti-bullying-policy\/\" target=\"_self\" >Anti-harassment and anti-bullying policy<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-11755 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-dei\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/dei\/nhs-foundation-trust-progressing-edi\/\" target=\"_self\" >How North London NHS Foundation Trust is progressing EDI<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-14497 resources type-resources status-publish has-post-thumbnail hentry category-case-studies topic-discrimination\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"has-link-color wp-elements-0b1b36f3c2dfa7682bfd13b67e3228a9 wp-block-post-title has-text-color has-primary-black-color\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/discrimination\/failure-to-make-reasonable-adjustments-for-dyslexic-candidate\/\" target=\"_self\" >Failure to make reasonable adjustments for dyslexic candidate<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-a05f728529aaf327d84e68d44555ab86 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/02\/17112605\/Brightmine-employee-rights-bill-qanda-podcast.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/labour-government-employment-law-changes-tracker\/\">Labour Government employment law changes | On your radar<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">This resource reviews Labour Government employment law changes that are in the pipeline and how you can prepare &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/employees-stranded-abroad-five-issues-for-employers\/\"><div 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&#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/hybrid-working-policy-template-for-hr\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/12\/30175605\/person-on-phone-call-while-working-at-desktop-in-office.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Tools &amp; templates<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/hybrid-working-policy-template-for-hr\/\">Hybrid working policy template for HR teams<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Support effective hybrid working with our professional HR policy template. Easy to adapt for your organisation\u2019s flexible working &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18065019\/Stephen-Simpson-150x150.jpg\" alt=\"Stephen Simpson, Acting content manager - employment law and compliance at Brightmine\" class=\"wp-image-8924\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18065019\/Stephen-Simpson-150x150.jpg 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18065019\/Stephen-Simpson-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18065019\/Stephen-Simpson-768x768.jpg 768w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/09\/18065019\/Stephen-Simpson.jpg 800w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Stephen Simpson<\/strong><br>Principal editor &#8211; Employment Law and Compliance, Brightmine<\/p>\n\n\n\n<p class=\"\">Stephen is a principal editor who has worked on the Brightmine employment law and leading practice resources for over 20 years. After growing up in Northern Ireland in the 1980s, he trained as a solicitor in England in the 1990s but soon moved into legal publishing. He was among the first recruits to Brightmine in the year before it was launched as XpertHR in 2002.<\/p>\n\n\n\n<p class=\"\">Stephen has worked on a wide range of employment law and leading practice resources, including overseeing the creation and expansion of the HR templates resource types (Policies and procedures, Letters and forms, and Contract clauses). He has written up over 1,000 reports on employment law cases and created practical guidance on a range of HR issues for the Commentary &amp; insights tool. He also had a stint working on Personnel Today.<\/p>\n\n\n\n<p class=\"\">Connect with Stephen on <a href=\"https:\/\/www.linkedin.com\/in\/stephen-simpson-editor\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a>.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Centre and stay up to date, compliant and save valuable time<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcentre.uk.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcentreuk-freetrial|take-a-free-trial\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employers must ensure their hybrid working models are inclusive. This resource offers six reasonable adjustment examples to consider for hybrid workers with disabilities.<\/p>\n","protected":false},"author":24,"featured_media":11260,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[53],"tags":[],"topic":[27,64,32],"class_list":["post-9063","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-dei","topic-discrimination","topic-flexible-working"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>6 reasonable adjustment examples for disabled hybrid workers<\/title>\n<meta name=\"description\" content=\"Employers must ensure their hybrid working arrangements are inclusive. Learn about six reasonable adjustment examples for hybrid workers.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/reasonable-adjustment-examples-for-hybrid-workers\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"6 reasonable adjustment examples for disabled hybrid workers\" \/>\n<meta property=\"og:description\" content=\"Employers must ensure their hybrid working arrangements are inclusive. 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