Under Law 13/1982 on Social Integration of the Disabled (LISMI), all public and private employers must provide workplace adjustments for employees with disabilities. Article 1 establishes the right to equal treatment and non-discrimination. Article 4 defines “disabled person” as someone with at least a 33% certified reduction in physical, mental or sensory function. There is no employer-size threshold for assessing individual accommodation needs, though companies with over 50 employees face additional hiring quotas under Article 28.
Employers must remove barriers that hinder performance or participation. Under Article 7 of LISMI, obligations include adapting physical spaces, modifying workstations, adjusting schedules and offering assistive technologies. Common workplace adjustments in Spain involve installing ramps or handrails, providing screen-reader software, offering flexible start and end times, and redesigning tasks to match an individual’s abilities.
Employees request adjustments in writing or verbally; a medical certificate is often attached. Employers should record the request immediately and consult any internal disability committee. Spanish guidance recommends a response within 30 calendar days, and full implementation within two months of request. Delays may be challenged as discriminatory under LISMI.
Workers who believe adjustments are denied can file a complaint with the Spanish Ombudsman (Defensor del Pueblo) or with IMSERSO (Instituto de Mayores y Servicios Sociales). IMSERSO may investigate and order corrective measures. Fines for non-compliance range from €3,000 to €150,000 depending on severity and size of the employer.
Managing workplace adjustments requests under Law 13/1982 on Social Integration of the Disabled (LISMI) can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
Disclo centralizes every case in one dashboard:
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Document every request in a shared system and assign a case owner to track progress.
Train managers on LISMI definitions and on how to discuss needs respectfully and confidentially.
Develop a clear internal policy that outlines steps for submitting and reviewing adjustment requests.
Involve employees in designing solutions; their input often leads to practical, cost-effective measures.
Review approved adjustments periodically to confirm they still meet the employee’s needs.
