Making Reasonable Adjustments Work in Supported Employment
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📘 Blog 6 of 7 in our Supported Employment Series
Making Reasonable Adjustments Work
Links to all 7 blogs in this series are at the bottom of this post.
🧩 Why Adjustments Matter
Reasonable adjustments turn potential into performance. For people with learning disabilities and autism, the difference between struggling and thriving in a role often comes down to whether adjustments are in place. These aren’t “special privileges” — they’re practical changes that enable people to demonstrate their ability on equal terms.
Commissioners and inspectors increasingly expect providers to show how adjustments are not just offered, but systematically assessed, agreed, and reviewed. A tender that can demonstrate this clearly will almost always score more strongly. Our proofreading & review service helps ensure these commitments are written persuasively in bids, showing both compliance and innovation.
⚖️ Common Adjustments
Adjustments are wide-ranging, and the best services treat them as bespoke solutions rather than generic lists. Some of the most effective include:
- Flexible hours or part-time patterns — allowing people to balance stamina, travel, and support needs
- Job carving — tailoring roles so individuals can focus on tasks that play to their strengths
- Assistive technology — for example, visual scheduling apps, communication devices, or adapted keyboards
- Workplace training for colleagues — helping teams understand how to provide inclusive support naturally
- Environmental changes — such as quieter workspaces or clearer signage
The key is not to see adjustments as “add-ons,” but as integral to good practice. This shows commissioners that your service is prepared to deliver long-term, sustainable outcomes.
📊 In Tenders and Evidence
When writing domiciliary care bids, home care submissions, or learning disability tenders, detail exactly how adjustments are:
- Identified through vocational profiling and assessment
- Agreed with the individual and, where appropriate, families or advocates
- Communicated with employers to build trust and confidence
- Monitored and reviewed regularly to ensure they remain effective
Commissioners want assurance that adjustments aren’t just “mentioned,” but embedded in your model of support. Including examples, frameworks, and co-production processes will strengthen your case.
🌟 Practical Examples
Examples bring this to life. For instance:
- A young man with autism who excelled in data tasks was offered a quiet workspace and flexible hours, enabling him to sustain employment long-term.
- A woman with a learning disability secured a catering role after her employer carved tasks around her strengths in preparation and presentation, while colleagues were trained in inclusive communication.
- In another case, the use of visual task lists via a mobile app gave both the employee and employer confidence in consistency and independence.
These kinds of adjustments don’t just help the employee succeed — they help the employer see the value of inclusive recruitment, leading to more sustainable partnerships.
➡️ Wider Impact
Making adjustments work is not just about compliance with the Equality Act. It’s about showing commissioners that your service delivers on inclusion, independence, and outcomes. This evidence applies beyond supported employment, strengthening your bids across all areas of social care.
Whether preparing a learning disability tender or drafting a domiciliary care bid, framing your approach to adjustments as practical, personalised, and effective can significantly increase your scoring potential.
📚 Catch up on the full Supported Employment Series:
- 🌟 From Aspirations to Real Jobs
- 🧭 Person-Led Vocational Profiling
- 🤝 Building Employer Partnerships
- 🪜 Effective Job Coaching
- 📊 Measuring Outcomes that Matter
- 🧩 Making Reasonable Adjustments Work
- 🔁 Staying Employed: In-Work Support, Reviews & Progression