The Anti-Discrimination and Accessibility Act 2017 applies to all employers, regardless of size, and covers both employees and job applicants. Under Section 3 of the Act, “disability” includes any long-term physical, mental or sensory impairment that hinders participation in work or society. The Act also defines “harassment” and “discrimination” broadly to include failure to provide workplace adjustments.
Employers must take reasonable steps to accommodate employees with disabilities, unless doing so imposes a disproportionate burden. Section 8 of the Act requires modifications both to the physical work environment—such as ramps, ergonomic workstations or assistive technology—and to organizational practices like flexible hours or modified job duties. Common types of workplace adjustments include:
An employee or applicant may request workplace adjustments verbally or in writing. Employers can ask for reasonable medical documentation to understand functional limitations, but must protect privacy. While the Act does not set a fixed response deadline, best practice guided by the Equality and Anti-Discrimination Ombud suggests responding within four weeks. Prompt dialogue helps identify suitable solutions and avoids misunderstandings.
If an employer refuses adjustments or causes delay, an individual can file a complaint with the Equality and Anti-Discrimination Ombud (Diskrimineringsnemnda). The Ombud investigates and may order implementation of adjustments. Remedies can include monetary compensation for economic loss, non-economic damages and public reprimands. In serious cases, repeated non-compliance may lead to administrative fines.
Managing workplace adjustments requests under Anti-Discrimination and Accessibility Act 2017 can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Start the conversation early. When a request comes in, acknowledge receipt immediately and schedule a meeting within a few days.
Keep clear records of each step—requests, medical notes, proposals and final agreements. An audit trail protects both employer and employee.
Train managers on disability awareness and legal obligations. A well-informed team can spot adjustment needs before they become a barrier.
Review adjustments periodically. A solution that worked six months ago may need updating as job duties or health conditions change.
Watch for common pitfalls: underestimating cost (assistive tech can be affordable), delaying decisions and applying one-size-fits-all fixes. Tailored, timely solutions benefit everyone.
