Probation does not remove the duty to consider reasonable adjustments for disabled employees. Adjustments may relate to the job, training, equipment, working arrangements, attendance treatment or the way probation reviews are conducted.
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When the adjustment duty may apply
A person can be disabled under the Equality Act where a physical or mental impairment has a substantial and long-term adverse effect on normal day-to-day activities. The legal test is specific. You do not always need to use legal labels when first requesting support, but explain the condition, disadvantage and change needed.
Examples during probation
- Assistive equipment or software.
- Adjusted training methods or time.
- Changes to hours, location or duties.
- Extra supervision or written instructions.
- Meeting adjustments and breaks.
- Reviewing disability-related absence separately where reasonable.
Raise the issue early where possible
A department cannot consider a barrier it does not know about. Explain the work impact and ask for a recorded discussion. You may choose how much medical detail to share, but enough information is needed to understand the disadvantage and assess support.
Unlock the complete adjustment strategy below, including how to frame the request, gather supporting evidence, challenge delay or refusal and stop an unadjusted probation period being used as proof that you cannot perform the role.
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