Examples of workplace adjustments

Now that you know all about workplace adjustments and where you can find support to make your workplace more flexible and accessible to employees with disability, here are some more examples of adjustments that may help your employees to perform at their best. 

Keep in mind that everyone's needs and capabilities are different. The most important thing you can do is to ask the person. 

For a person with a mobility impairment (including dexterity impairments)

  • Ramps
  • Scooter
  • Stair lifts
  • Automated doors
  • Height-adjustable work stations
  • Vehicle modifications (work-related)
  • Accessible bathroom
  • Accessible lift
  • Handrails
  • Accessible computer keyboards, mouses
  • Adapted office furniture or equipment
  • Speech-recognition (speech-to-text) software

For a person who is deaf or hard of hearing

  • Hearing loops
  • Vibrating or visual alarms
  • Text Telephone (TTY) or Short Message Service (SMS) text messaging 
  • Live captioning
  • Auslan interpreters
  • Video phones
  • Subtitling

For a person who is blind or has low vision 

  • Screen-magnification (e.g. ZoomText) or screen-reading software (e.g. JAWS)
  • Magnification software for Personal Digital Assistants (PDA) and mobile phones 
  • Braille machines and printers
  • Video magnifiers for reading printed material
  • Tactile Ground Surface Indicators (TGSI)
  • Contrasting work surfaces or trays
  • Braille or tactile maps

For a person with a mental health condition

  • Flexible working arrangements, e.g. working from home, working part-time, change of start/finish times
  • Longer or more frequent breaks
  • Partitioned area or private office to reduce noise/distractions
  • Division of large projects into smaller tasks
  • 'To-do' lists or checklists
  • Regular meetings with supervisors

For a person with a learning disability (e.g. Dyslexia)

  • Smartphones or PDAs, to assist with memory and planning
  • Task cards
  • ‘To-do’ lists or checklists
  • Screen-reading software (e.g. JAWS)
  • Speech-to-text dictation software
  • Verbal instructions

For a person with a long-term or chronic health condition

  • Cooling collars
  • Air-conditioning
  • Height-adjustable work stations
  • Building modifications
  • Changes to lighting, e.g. increased natural light, removal of fluorescent lighting
  • Flexible working arrangements, for example working from home, working part-time.
  • Progression planning may be required for degenerative conditions, e.g. car parks, ramps, lifts, bathroom modifications

Some of the most common workplace adjustments 

  • Allowing a person with disability to have some flexibility in their working hours, such as working part-time or starting and finishing later
  • Moving a person with disability to a different office, shop or site closer to their home or onto the ground floor, or allowing them to work from home
  • Moving furniture, widening a doorway or providing a ramp so that a person using a wheelchair or other mobility aid can get around comfortably and safely
  • Redistributing some minor duties (not inherent requirements of a job) that a person with disability finds difficult to do 
  • Allowing a person with disability time off during working hours for rehabilitation, assessment or treatment (e.g. physiotherapy or psychotherapy appointments)
  • Providing additional training, mentoring, supervision and support
  • Purchasing or modifying equipment, such as speech recognition software for someone with vision impairment, an amplified phone for a person who is hard of hearing, or a digital recorder for someone who finds it difficult to take written notes
  • Making changes to tests and interviews so that a person with disability can demonstrate their ability to do the job 
  • Providing Auslan interpreters for a person who is deaf or hard of hearing, or readers who will read out documents for someone with low vision or learning disability
  • Modifying disciplinary or grievance procedures 

Remember: Everyone's different; don't make assumptions about a person's needs or capabilities. The most important thing you can do is to ask the person. 

The majority of adjustments cost very little or nothing at all. However, funding for workplace adjustments is available for eligible employees through the JobAccess Employment Assistance Fund (EAF)