When we talk about “reasonable adjustments” in the workplace, many employers immediately picture something complicated, expensive, or disruptive. The reality is far simpler. Most adjustments cost little or nothing, but they can make a huge difference to how supported and productive an employee feels.
At its core, a reasonable adjustment is just a small change that helps someone do their best work. Think about it this way: if a staff member broke their wrist, you wouldn’t expect them to keep lifting heavy boxes or typing all day. You’d adjust their workload until they recovered. The same principle applies to mental health challenges; they deserve the same care, respect, and flexibility.
Why Adjustments Matter
Mental health concerns are common. Around one in five Australians will experience a mental health condition in any given year. In the workplace, that means most of us are either experiencing it ourselves or working alongside someone who is.
Yet, unlike a broken arm, mental health isn’t always visible. Employees might worry about being judged or overlooked if they speak up, so many stay quiet. Others may choose to disclose because they need support to keep performing well. Either way, adjustments are about creating fair opportunities, not special treatment.
For example:
- An employee with anxiety might find an open-plan office too noisy and overwhelming. Moving them to a quieter corner can make a massive difference, at zero cost.
- A staff member managing depression might feel foggy in the mornings due to medication. Letting them start later (and work later) allows them to be more focused and productive.
- Someone dealing with PTSD may find back-to-back client meetings draining. Adjusting their schedule so they have recovery time between sessions can prevent burnout and protect performance.
These changes don’t just support the individual; they often benefit the whole team. After all, who doesn’t work better with clearer schedules, flexible hours, or quieter spaces?
How to Approach It
The best way to identify adjustments is through honest conversations. You don’t need to know someone’s diagnosis or treatment plan; you only need to understand what helps them work at their best.
A simple process helps:
- Clarify the job’s core requirements: Every role has certain “musts” that can’t be changed. Get clear on those first.
- Talk with the employee: Ask what they need. Many already know what strategies work for them.
- Be flexible and creative: Sometimes the simplest solutions are the most effective. Trial and review until you find what works.
- Check outcomes: Is the employee able to meet the role’s key requirements with the adjustment in place? If yes, then you’re on the right track.
It’s important to remember that adjustments aren’t set in stone. What works now may need tweaking later, and that’s okay. Checking in regularly shows employees that you’re serious about their wellbeing, not just ticking a box.
What Reasonable Adjustments Look Like in Practice
Here are some of the most common (and effective) types of reasonable adjustments:
- Flexible work arrangements: variable start and finish times, working from home, part-time hours, or discretionary leave.
- Adjusting tasks: swapping a high-pressure project for smaller, more manageable tasks, or rotating responsibilities to reduce stress.
- Changing the environment: moving someone to a quieter work area, adding partitions, or allowing headphones to minimise distractions.
- Providing tools: offering written instructions, checklists, or electronic organisers for someone struggling with memory or concentration.
- Regular check-ins: creating informal spaces for supportive conversations without the pressure of formal “performance” discussions.
Each of these adjustments is simple, low-cost, and has ripple effects far beyond the individual. They create a culture where employees feel safe, respected, and more likely to stay engaged with their work.
The Bottom Line
Reasonable adjustments aren’t about lowering standards or making special allowances; they’re about creating a level playing field. When employees feel supported, they’re more productive, more loyal, and more likely to thrive.
For businesses, the return is clear: stronger performance, lower turnover, and a healthier workplace culture. It’s not just the right thing to do, it’s also the smart thing to do.
How We Can Help
At Strawberry Seed Consulting, we know that every workplace is different, and there’s no one-size-fits-all approach when it comes to supporting mental health. Our team can help you put practical strategies in place, whether that’s designing flexible policies, coaching managers, or building proactive wellbeing initiatives that actually stick.
Don’t miss our free weekly webinars during Mental Health Month, covering a range of topics. Register to receive a recording and share it with your team!
We also run Mental Health First Aid training, with public courses open for booking now. MHFA gives you the confidence to recognise when someone is struggling, start the right conversation, and connect them to support, skills that are just as valuable in your personal life as they are at work. We can also deliver MHFA in-house, so your whole team builds these capabilities together. Click here to book your spot.
And because strong leadership is the foundation of a healthy workplace, we offer a range of public and in-house leadership training options, both online and in-person. These programs equip managers with the practical skills they need to support their teams, navigate challenges, and lead with confidence. You can explore our training options here.
If you’d like to talk about how your business can better support mental health and reasonable adjustments, get in touch today:
📞 (03) 4216 5200
✉️ info@strawberryseed.com.au
🌐 www.strawberryseed.com.au
