As of 13 August 2026, AI can only partly create a reasonable adjustments policy for your UK business.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open GOV.UK and the Equality and Human Rights Commission guidance on disability discrimination and reasonable adjustments, then save the relevant current links for checking the draft.
   2. Gather your existing equality, sickness absence, flexible working, grievance, data protection and occupational health procedures, plus the names of the roles that handle adjustment requests.
   3. Write down your actual request routes, response process, confidentiality rules, record-keeping arrangements, available support and policy owner, without including identifiable employee health information.
   4. Paste those details into the prompt and ask the chatbot to produce the policy, leaving every unknown as [TO CONFIRM].
   5. Compare each legal statement and linked source in the draft with the GOV.UK or Equality and Human Rights Commission material, and remove any unsupported promise or deadline.
   6. Ask an employment solicitor to check the final draft against your business, then apply their changes and obtain approval from the accountable business owner.
   7. Publish the approved policy in your staff handbook or policy system, tell employees and managers where it is, and give managers the request route and implementation checklist.

   Prompt

   Create a draft reasonable adjustments policy for a UK business using the information below. This is not professional advice. Do not invent legal duties, sources, contact details or internal processes. Where the facts are missing, insert [TO CONFIRM] rather than guessing. Keep the policy practical, inclusive and clear for employees, managers and HR.
   
   Business details:
   - Business name: [BUSINESS NAME]
   - Sector and approximate workforce: [DETAILS]
   - Locations and working arrangements: [DETAILS]
   - Existing HR policies or procedures to align with: [DETAILS]
   - How employees currently request support: [DETAILS]
   - Who receives and handles requests: [ROLE OR TEAM]
   - Confidentiality and record-keeping arrangements: [DETAILS]
   - Available occupational health, access or workplace support: [DETAILS]
   - Review date and policy owner: [DETAILS]
   
   Write sections covering purpose, scope, what reasonable adjustments may include, how to request an adjustment, urgent or informal requests, manager and HR responsibilities, confidentiality and information sharing, how decisions are considered and communicated, review of adjustments, what to do if an adjustment cannot be provided, complaints and escalation, and policy review. Explain that adjustments are considered case by case and avoid promising a fixed outcome. Use UK terminology and refer to current GOV.UK or Equality and Human Rights Commission guidance only where you can state it accurately. At the end, provide a checklist of [TO CONFIRM] items, a short manager implementation checklist, and a list of points an employment solicitor should check before publication.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.