Request a Workplace Adjustment
This employee page helps you prepare for a private workplace-adjustment conversation: describe the work situation, explore a possible option, and ask how information is handled.
Every employee gets a seat — priced per employee in Communications & Intranet, quoted with this template ready.
Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
Built for: Professional services · Technology and software · Healthcare organizations · Manufacturing and logistics
Overview
The Request a Workplace Adjustment page is a practical starting point for employees who want to discuss a work-related need. Its fictional Northstar Works example shows how to describe the affected task or setting, explain when the issue arises, and identify the work outcome that needs to remain possible. A three-card preparation section helps the employee bring a possible option as a discussion starter, while making clear that the option is not a required solution. A worked example uses a recurring meeting that overlaps with a scheduled work task.
The page then outlines a discussion sequence: explain the work need, speak with the appropriate trained role, agree on a review point if an arrangement is discussed, and revisit the conversation when circumstances change. Its information-handling section prompts employees to ask who handles a request, what information is relevant, and how information may be used or shared. A People Operations contact card points readers toward the organization's designated route, but is not itself a form or approval workflow.
Use this template as an employee-facing orientation page when people need a clear way to begin a conversation and prepare relevant work details. Before publishing, replace the fictional example and confirm the correct contact role, request route, and location-specific guidance. Do not use it as a substitute for an approved request form, a legal determination, or a definitive statement of eligibility, confidentiality, or outcomes. If the organization has no confirmed process or contact, resolve that setup need before directing employees to the page.
Standards & compliance context
- The sample states that local processes and applicability can differ; confirm the page against the organization's approved process and applicable local rules before publication.
- Do not describe information as confidential or restricted to one person unless that handling is verified; retain the prompt to ask who may see and use shared information.
- The template does not determine legal eligibility or guarantee an adjustment, so keep any regulatory explanations qualified and route questions to the appropriate authorized contact.
- Use accessible headings, meaningful alternative text, readable content, and keyboard-operable links in line with WCAG 2.1 AA practices for employee-facing pages.
General regulatory context for orientation only — verify current requirements with counsel or the relevant agency before relying on this template for compliance.
What's inside this template
Discuss a workplace adjustment
This introduction sets the page's scope and makes clear that the example is fictional and local processes may differ.
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Fictional example: Northstar Works is a multi-location employer. Use this page to prepare for a conversation with your organization's designated People Operations contact; local processes and applicability can differ.
Prepare for the first conversation
These prompts help employees explain the work impact and bring an option to explore without treating it as a required outcome.
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Share enough about the work need to start a practical discussion. You can ask how information is handled before sharing sensitive details. Describe the work situation Name the task, setting, or recurring point where a change may help. What part of the work is affected? When or where does it come up? What work outcome needs to remain possible? Bring a possible option If you have an idea, describe it as a starting point for discussion, not a required solution. State the change you want to explore. Mention practical constraints or alternatives you have considered. Ask what information is relevant to the approved process. A worked example A Northstar Works employee has a recurring meeting that overlaps with a scheduled work task. They ask to discuss shifting the meeting time. Work impact: the overlap makes it difficult to complete the scheduled task. Possible option: test a different meeting time, if the team can accommodate it. Follow-up question: agree when to revisit whether the change supports the work.
What happens in the conversation
This sequence shows how to explain the need, discuss options with the appropriate role, and agree on a review point.
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A discussion framework, not a promise about any organization's process or outcome. Explain the work-related need. Describe the task or situation affected and what you are hoping to make workable. Discuss options with the appropriate trained role. People Operations can explain the organization's authorized route and what information is relevant. Do not assume a particular option will be approved. Agree on a review point. If an arrangement is discussed, clarify how you and the relevant work contact will check whether it works in practice. Revisit when circumstances change. Raise a change in the work situation or the arrangement with the designated contact.
Who may see information you share?
These questions encourage employees to confirm information handling before sharing sensitive details.
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Access depends on your organization's approved process and applicable local rules. Do not assume that information is visible only to one person, or that every detail is needed at the first conversation. Before sharing sensitive personal information, ask the designated People Operations contact who handles the request, what information is needed, and how it may be used or shared. If you are unsure which route applies to your location or role, ask that contact to direct you to the appropriate process.
Find the right request route
This contact card identifies the role employees should consult to find the organization's authorized process.
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Designated contact for the authorized adjustment process People Operations
How to use this template
- Replace the Northstar Works example with a clearly identified sample or confirmed organization-specific wording, and verify the applicable process with its owner.
- Confirm the designated People Operations role, the route employees should follow, and any location-specific differences before publishing the contact section.
- Place the page in the existing employee-support navigation and add a verified link to any approved request form or authoritative process page.
- Ask employees to describe the affected work task, setting, timing, and needed work outcome before discussing possible options.
- Have the designated contact explain what information is relevant, who may handle it, and what process applies before the employee shares sensitive details.
- Agree on a practical review point for any arrangement discussed, and revisit it if the work situation or arrangement changes.
Best practices
- Keep the work-impact prompts near the top so employees can prepare before reading process detail.
- Preserve the distinction between a possible option and an approved adjustment; do not imply that any specific request will be granted.
- Use the recurring-meeting example as illustrative sample content, not as a claim about an actual employee or workplace outcome.
- Name the designated contact by role and verify that the contact card leads to a usable, approved route before launch.
- State plainly that employees should ask who handles information and how it may be used or shared before providing sensitive details.
- Set a review date or work milestone with the relevant contact rather than suggesting an unsupported universal review schedule.
- Review location-specific language whenever the organization's process or applicable local rules change.
- Keep the page scannable with descriptive headings and accessible image text, and avoid adding duplicate request instructions that conflict with the authoritative process.
What this template typically catches
Issues teams running this template most often surface in practice:
Common use cases
Frequently asked questions
Who should use this page?
Employees who want to discuss a change that may help them carry out work can use it to prepare for an initial conversation. The example is set at fictional multi-location employer Northstar Works. Ask your organization's designated People Operations contact which process applies to your role and location.
Does this page tell me which adjustments are available or guaranteed?
No. It provides a way to explain the work situation and raise possible options, not a list of approved adjustments or a promise of an outcome. Options depend on the work context and the organization's authorized process. Discuss practical constraints with the appropriate contact.
What should I share in the first conversation?
Start with the task or work setting affected, when the issue comes up, and what work outcome needs to remain possible. You can bring an option to explore, but it is not a required solution. Before sharing sensitive details, ask what information is relevant and how it may be handled.
Who runs the request process?
The page directs employees to their organization's designated People Operations contact, who can explain the authorized route and relevant information needs. It does not name a specific individual or assign approval authority. Confirm who handles the request and who else may need to be involved.
How often should an arrangement be reviewed?
The example recommends agreeing on a review point if an arrangement is discussed, but it does not prescribe a fixed cadence. Set a date or work milestone with the relevant contact, then revisit sooner if the work situation or arrangement changes.
Are there legal or privacy requirements built into this template?
The page cautions that applicable local rules and organizational processes can differ, and it does not claim to provide legal advice or satisfy a specific law. Ask the designated contact about the applicable process, who handles information, and how it may be used or shared. Have the page reviewed against the rules and policies that apply in each location.
What is a common mistake when requesting an adjustment?
One pitfall is sharing sensitive personal information before asking what is needed and who may see it. Another is presenting a preferred option as the only acceptable solution rather than a starting point for discussion. Describe the work impact clearly and ask about the authorized route.
Can we customize this page for our organization?
Yes. Replace the fictional Northstar Works example and align the page with confirmed internal terminology, the authorized request route, and location-specific guidance. Identify the correct contact role and explain how employees can find the applicable process. Do not imply confidentiality limits, eligibility rules, or approval steps unless they are verified.
How does this template fit with existing request forms or systems?
This is an informational page, not a form or connected workflow. If your organization has an approved request form or system, add its verified destination in the appropriate site link field and explain when employees should use it. Do not treat the contact card as a submission mechanism.
How should we roll this page out and keep it current?
Have the process owner and relevant local reviewers confirm the contact route, information-handling language, and any links before publishing. Place the page where employees can find it when seeking workplace support, using the site's existing navigation. Review it when the authorized process, contacts, or applicable local guidance changes.
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Ready to use this template?
Every employee gets a seat. Request pricing for Communications & Intranet and we quote into a workspace with Request a Workplace Adjustment ready.
Rolled out to every employee at AutoZone (125,000), PetSmart (50,000+), A.S. Watson and Raley's (20,000) — and at larger retailers we are not permitted to name.
