The Equality Act 2010 is the backbone of anti-discrimination law in the UK. It applies in workplaces, schools, universities, public services, and many private services too. If you are disadvantaged because of a protected characteristic, the Act gives you leverage to demand fair treatment.
Who the Act Protects
The Act covers nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Disability is broadly defined. You do not need a specific diagnosis, only a physical or mental impairment with a substantial and long-term negative effect on your ability to carry out normal day-to-day activities.
10 Practical Actions You Can Take
1) Put your request in writing
Email is best. State the barrier, the impact, and the adjustment you need. Example: I need meeting notes in writing due to my processing speed.
2) Refer to the law
Use plain language: I am requesting reasonable adjustments under the Equality Act 2010 so I can access your service on fair terms.
3) Set a timeframe
Seven working days is a fair start. Long deadlines make it easy to ignore you.
4) Document every step
Keep a running timeline of dates, who you spoke to, what was said, and any evidence.
5) Ask for policies
If refused, ask for the written policy behind their decision. This forces them to either produce it or admit none exists.
6) Escalate logically
Go up the chain: staff member, manager, department head, complaints team, external regulator.
7) Use the Public Sector Equality Duty
Public bodies must anticipate the needs of disabled people. Ask for their equality impact assessment.
8) Add data leverage
Send a Subject Access Request for all notes, internal emails, and decisions about you.
9) Offer a trial
Propose a short-term adjustment to prove it works. Removes the excuse of unknown outcomes.
10) Prepare a pre-action letter
Calm, factual, listing the duty, the breach, the harm, and what you want fixed.
Real-World Scenarios
Workplace: An employee with arthritis asks for an ergonomic chair. The employer says it is too expensive. The Act weighs cost against resources. For a large employer, this cost is unlikely to be unreasonable.
Education: A student with dyslexia requests lecture slides in advance. The university refuses without explaining why. This likely breaches the duty to make reasonable adjustments.
Public services: A disabled person requests a telephone alternative to an online-only application (or vice versa). Refusal without offering a workable alternative can be discrimination.
Sample Wording to Copy
Request: I am requesting reasonable adjustments under the Equality Act 2010 so I can access your service on fair terms. My needs are [brief description]. I propose [adjustment]. Please respond by [date].
Follow-up: I wrote on [date] and have not had a response. Please confirm the decision, the reasons, and the policy relied upon.
Escalation: This is my formal complaint about the refusal to make reasonable adjustments. Please escalate to your complaints team and respond within [timeframe].
Extra Tactics That Help
- CC relevant oversight bodies when escalating
- Quote the Public Sector Equality Duty to show you know the law
- Request meeting notes or recordings for transparency
- Keep your tone calm and factual even if they are hostile
If They Refuse or Ignore You
Ask for the reasons in writing, the alternatives considered, and who made the decision. Request their complaints procedure. For public bodies, consider a Freedom of Information request for related policies and training materials.
If deadlines are missed or the response is inadequate, complain to the relevant regulator or seek legal advice quickly. Time limits for legal action are short, often just three months minus one day from the discriminatory act.
Key Takeaway
You do not need a law degree to use the Equality Act. You need a clear request, a record of your steps, and the willingness to escalate. Pick one barrier, write one request, and set one deadline. Build from there.
Written by Kieron JH for The Reasonable Adjustment. This is general information, not legal advice. Always confirm your next step with a qualified advisor if you are considering legal action.
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