Form · Anti-Discrimination & Industrial Relations
Reasonable adjustments request and response record (Disability Discrimination Act)
A record for an employer or service provider handling a request for adjustments for a person with disability: the request, the inherent requirements and barriers, options considered, consultation, the decision and, if refused, the unjustifiable hardship factors in s 11.
- Kind
- Form. A form to complete, or a guide to completing an official one.
- Where it applies
- Australia, Commonwealth
- AI use
- Yellow AI can help in set ways. A lawyer checks specific points before use.
- Law stated as at
- 18 October 2026
- Status
- Maintained. Checked on 18 October 2026 against the 3 authorities it cites, for Australia and Commonwealth.
- Version
- 1
- Source
- Written for this library
When to use it
Use whenever an employee, applicant, student or customer asks for an adjustment because of disability, or the organisation becomes aware one may be needed. Complete it as the process runs, not after a complaint arrives. It also works as the issues list when advising either side.
How AI may be used
AI may summarise the request, the role or service requirements and the medical information into the record and list adjustment options to consider; the decision-maker and lawyer decide what is reasonable and whether unjustifiable hardship applies.
AI may
- Summarise the request, the position description and the treating practitioner's recommendations into Parts A and B
- List adjustment options drawn from the medical advice and the role documents for discussion
- Track consultation dates, trial periods and review dates
AI must not
- Must not decide that an adjustment is unreasonable or would impose unjustifiable hardship
- Must not infer a diagnosis, prognosis or capacity beyond what the medical evidence states
- Must not process health information in a tool outside the approved environment or keep it beyond the record
The lawyer checks
- The person was consulted and their own proposals were considered before any decision
- Each s 11 factor is addressed with evidence (costs, assistance available, benefit and detriment), and the organisation can carry the burden of proof
- The decision distinguishes the inherent requirements of the role or service from the way they are usually performed
- The person was told the decision and reasons in writing, with a review date
Method: how the Green, Yellow and Red levels are decided. This is guidance for planning, not legal advice.
Read the full text
The full text is for signed-in accounts. It is free. When you sign in you can:
- read the whole precedent, with its drafting notes beside it;
- copy it, or download it as a Word file or Markdown;
- add it to your firm’s knowledge base, so colleagues can find it;
- let the AI tools you connect read it from that knowledge base.
The summary, the law it rests on and the AI-use guidance above stay public. Privacy.
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