Reasonable accommodations

A guide to understanding and arranging reasonable workplace accommodations for team members managing mental health difficulties.

2 min read · Awareness resource · Reviewed 2026-09-15

Small, practical adjustments at work can make the difference between someone coping and someone struggling in silence.

What it is

Reasonable accommodations are practical changes to how, when, or where someone works, made to support a team member managing a mental health condition or other health difficulty. This might include flexible hours, modified duties, or a quieter workspace. They're not about lowering standards - they're about removing unnecessary barriers so someone can do their job well.

Signs to notice

A team member disclosing a diagnosis or ongoing health difficulty
Requests for flexibility that seem linked to managing symptoms or treatment
Difficulty with specific tasks, environments, or hours that weren't a problem before
A team member returning from mental health-related leave
Uncertainty from the team member about what they're "allowed" to ask for

What helps

Ask directly and privately: "What would make this easier for you?" rather than guessing.
Consider practical options: flexible start times, remote work days, adjusted deadlines, or reduced meeting load.
Involve HR and, where relevant, Cleared Mind or a treating professional to identify what's reasonable and workable.
Document agreed adjustments clearly, and review them after a set period.
Keep the conversation focused on function and support, not on requiring full details of a diagnosis.
Communicate any team-facing changes (like adjusted hours) without disclosing the underlying reason.
Revisit accommodations regularly - needs can change over time.

When to reach out for help

If you're unsure what accommodations are reasonable, or how to balance them with operational needs, consult HR and Cleared Mind together - you don't have to work this out alone.

Getting help in South Africa

Cleared Mind counsellors can advise on appropriate accommodations and support team members directly. The SADAG Mental Health Line (011 234 4837) offers further guidance, and your HR department can clarify your organisation's policies and legal obligations.