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A practical form for reviewing reasonable adjustments with an employee and recording whether existing arrangements remain effective, need to be changed, or whether further support is required.
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This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
| Employee name: | |
| Job title: | |
| Department: | |
| Manager: | |
| Date of review: | |
| Date of previous review: | |
| HR representative, if applicable: | |
| Next review date: |
Current reasonable adjustments
Please list the reasonable adjustments currently in place.
| Adjustment: | |
| How the adjustment operates: | |
| Date introduced: | |
| Adjustment still required? | Yes / No / Unsure |
| Adjustment working effectively? | Yes / No / Partially |
| Comments: |
Employee's feedback
| How are the current adjustments working for you? | |
| What aspects of the adjustments are particularly helpful? | |
| Is anything about the current arrangements not working effectively? | |
| Are you experiencing any continuing disadvantage |
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Reasonable adjustments should not simply be agreed and forgotten. Circumstances can change, an adjustment may not work as expected, or an employee may identify that additional support would help. This review form provides a structured way to revisit existing arrangements and record the outcome of the discussion.
The form provides an opportunity to consider each existing adjustment and establish whether it is working effectively in practice. It encourages the employee and employer to discuss what is helping, what is not working and whether anything could be improved.
An employee's circumstances, duties, working environment or working pattern may change over time. The review captures relevant changes and provides space to consider whether existing adjustments should continue, be amended, or whether further adjustments should be explored.
Where changes are agreed, the form records what will happen, who is responsible for any actions and when they should be completed. This creates a practical record rather than leaving arrangements dependent on informal conversations.
A review should be a supportive discussion rather than a tick-box exercise. The form helps managers and HR maintain an ongoing dialogue with the employee and provides a useful record for future reviews.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Reasonable adjustment review form, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
A practical letter confirming the reasonable adjustments that have been agreed with an employee to help reduce or remove a disadvantage they may experience at work.
Use these best practice actions, recommended timescales and process stages to understand when and how the Reasonable adjustment review form should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
The timing will depend on the circumstances and the nature of the adjustments. A review may be arranged at a specific date, after a period of implementation, or when there is a significant change in the employee's circumstances, role or working environment.
It is good practice to keep adjustments under review, but the approach does not need to be identical for every adjustment. Some may require regular review while others may simply be revisited when circumstances change or concerns arise.
The discussion should consider whether the adjustments are working, whether the employee is still experiencing any disadvantage, whether circumstances have changed and whether any existing adjustments should be continued, amended or supplemented with further support.
An adjustment may no longer be necessary or appropriate in some circumstances. However, the employer should discuss this with the employee and properly consider the current circumstances before making changes, particularly where the Equality Act 2010 duty continues to apply.
The form should focus primarily on the workplace impact and the adjustments required. Avoid recording unnecessary medical information, and ensure any personal or health information that is recorded is handled appropriately.
AI can generate a generic review form, but HRDocBox templates are designed specifically for UK HR practice and employment law. This form provides a structured process for reviewing existing adjustments, capturing employee feedback, recording agreed actions and establishing appropriate follow-up, while still allowing employers to adapt it to individual circumstances.
How this content is developed and reviewed
The Reasonable adjustment review form template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing wellbeing processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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