The Workplace Adjustments Planner is a practical tool to help employees and managers identify workplace barriers, explore possible solutions, agree adjustments and review them over time. Where adjustments are already agreed and in place, employees and managers can use the shorter Workplace Adjustments Record to keep a clear summary in one place.
The Workplace Adjustments Planner can be used at any stage during an employee’s time at LSE, including when joining as a new starter, when needs or circumstances change, or when existing adjustments need to be reviewed.
The planner can be used to:
• record workplace adjustments that are already in place
• identify workplace barriers and discuss possible solutions
• support constructive conversations between employees and managers
• document agreed adjustments, actions and responsibilities
• review and update adjustments over time
• support continuity when roles or managers change.
Who is the planner for?
The planner is for employees and line managers to use together. Employees can use it to reflect on the barriers they experience and adjustments that may help. Employees and managers then work together to agree, implement and review appropriate adjustments.
Managers can use the Manager Checklist to prepare for a workplace adjustments discussion and consider the steps they may need to take afterwards.
Using the planner
The planner can be completed at the employee’s own pace. Employees do not need to complete every section and can choose how much information they wish to share about their health condition, impairment or disability. The focus should be on workplace impact, barriers and practical support rather than detailed medical information.
Data protection and confidentiality
The planner and record contain confidential personal information and must be handled securely in line with the School’s Data Protection Policy and the Data Protection Act.
- Information should only be shared where necessary to implement or maintain workplace adjustments. Managers should discuss with the employee what information needs to be shared, why and with whom.
- Where an adjustment may reveal information about an employee’s disability or health, managers should agree with the employee how this will be communicated to colleagues.
- The employee and manager should retain the current planner or record securely in an appropriate School storage location, such as OneDrive.
- If the employee changes manager, they should be involved in agreeing how relevant information is transferred to support the continuation of their adjustments.
For further information about the storage, retention and deletion of personal information, please refer to the School’s Data Protection Policy.
Optional notification or sharing
If they feel comfortable to do so, employees can share their planner or record with the Staff Disability and Mental Health Adviser to let them know that you have completed a planner or share a copy for further advice and support. This is entirely optional and you do not need to share your completed planner in order to request or receive workplace adjustments.
Workplace Adjustments Planner
Use the planner to prepare for a workplace adjustments discussion, record agreed support and review adjustments over time.
[Download the Workplace Adjustments Planner Word]
[Download the Workplace Adjustments Planner PDF]
Workplace Adjustments Record
Use the shorter record where workplace adjustments are already agreed and in place, and the employee and manager want to keep a clear summary in one place.
[Download the Workplace Adjustments Record]
Workplace Barriers Guide
Explore examples of workplace barriers, possible adjustments and where to get support or advice.
View the Workplace Barriers Guide
Manager Checklist
Prepare for a workplace adjustments discussion and follow up agreed actions.
[View the Manager Checklist]
Support and advice
You do not need to complete the planner before asking for support. If you are unsure where to start or what adjustments might help, or would like advice at any stage, speak with your manager, HR Partner or the Staff Disability and Mental Health Adviser. The Workplace Barriers Guide also provides examples of common workplace barriers and possible adjustments.
Where specialist equipment, software, coaching or a workplace needs assessment may be helpful, Access to Work may be able to provide advice and funding. The resources below provide further information and specialist guidance, including the LSE Access to Work Toolkit.