# REASONABLE ADJUSTMENTS LETTER
Date: 12 November 2031
Parties: Leah Morgan and Westmere Digital Services Limited
## 1. Purpose and parties
Leah Morgan, a customer-support team leader at Westmere Digital Services Limited since 2024, asks for reasonable adjustments under the Equality Act 2010. Her multiple sclerosis causes fatigue and heat sensitivity, and occupational-health advice dated 5 November 2031 supports changes without predicting an end date.
## 2. Facts, scope and terms
Leah requests a 9:30 start instead of 8:30 on three office days, two home-working days, a 45-minute lunch split into two breaks, a quiet workstation away from the server room, and permission to attend neurology appointments without using annual leave where the appointment cannot be moved.
## 3. Process and responsibilities
She can continue leading her team and meeting service targets, with the adjustment trialled for eight weeks from 22 November. Westmere should consult occupational health, assess customer-cover arrangements and avoid treating the request as a permanent reduction in hours unless separately agreed.
## 4. Evidence, records and safeguards
Leah provides the occupational-health letter, attendance data, workstation assessment and a proposed rota. Westmere should keep health information restricted to those who need it, record decisions and costs, and consider Access to Work or equipment funding without making Leah disclose more than necessary.
## 5. Review, escalation and outcome
Leah asks for a meeting within ten working days and a written decision with reasons. If an adjustment is refused, Westmere should explain the business evidence, consider alternatives and tell Leah how to appeal or raise a grievance; she may seek union or Acas support.
## 6. Reservations and practical protections
The request is made in good faith and does not concede that disability-related absence is misconduct or waive any discrimination, sick-pay or contractual right. Leah will review outcomes, give notice of practical problems and cooperate with a proportionate review rather than intrusive medical testing.
## 7. England and Wales law and completion
This completed fictional letter is dated 12 November 2031 and governed by England and Wales employment law. Leah sends it securely to HR, keeps the evidence and asks Westmere to confirm the adjustments in writing before the trial begins.