Reasonable Accommodation for Anxiety: Your Rights, Real Examples and How to Ask in Australia

Last updated 13 November 2026. General information only, not legal advice.

Quick answer: Yes, you can ask. In Australia, a diagnosed anxiety disorder, depression or PTSD can be a disability under the Disability Discrimination Act 1992 (DDA). Your employer must make “reasonable adjustments” so you can do the inherent requirements of your job, unless that would cause unjustifiable hardship. “Reasonable accommodation” is the US term for the same idea.

This is not a niche issue. The ABS found that 17.2% of Australians had an anxiety disorder in the previous 12 months, and 42.9% had experienced a mental disorder in their lifetime. ABS counts PTSD, panic disorder, social phobia and generalised anxiety disorder as anxiety disorders. At work, mental health conditions now make up 12% of all serious workers’ compensation claims, with a median of 35.7 weeks off per claim, almost five times the median for all serious claims. Early, practical adjustments are the cheaper path for everyone.

Reasonable accommodation vs reasonable adjustments: three laws, not one

Australian agencies say “reasonable adjustments” or “workplace adjustments”. The concept comes from the UN Convention on the Rights of Persons with Disabilities, which uses “reasonable accommodation”, as the Federal Court noted in a leading depression case. Three sets of rules can apply to you at the same time:

• Disability Discrimination Act 1992 (Cth). Mental illness is covered. Failing to make reasonable adjustments can be discrimination. It is not unlawful to treat someone differently if they cannot perform the inherent requirements of the job even after reasonable adjustments. Protection starts at recruitment, with no minimum service period. Unlike the US ADA’s 15-employee threshold, employer size instead shapes the “unjustifiable hardship” test.
• Fair Work Act 2009 (Cth), s 65. Employees with a disability and 12 months’ service can request flexible working arrangements, such as changed hours or working from home. The employer must reply in writing within 21 days and can refuse only on reasonable business grounds. The Fair Work Commission (FWC) can hear disputes and decide them.
• Work health and safety (WHS) laws. Employers must manage psychosocial hazards. Safe Work Australia’s model psychosocial regulations were added on 14 April 2022, and each state and territory applies them through its own laws. If work caused your condition, state workers’ compensation is a separate process.

Why this matters: a flexible work request, a discrimination complaint and a WHS issue each have different tests, deadlines and decision-makers.

Can I get a reasonable accommodation for anxiety?

You have a strong case when three things line up: a diagnosed condition, an adjustment that helps you meet the inherent requirements of the role, and no unjustifiable hardship for the employer.

The diagnosis point trips people up. In Quirke (2023), the FWC Full Bench accepted that a diagnosed anxiety-related disorder can be a disability, but distinguished it from anxiety as a normal emotional response to stress and was not satisfied on the evidence. Read the full decision if you plan to rely on s 65.

What to do: ask your GP or psychologist for a letter that names the condition and, more importantly, describes functional effects (for example, difficulty concentrating in open-plan noise, or panic in crowded transport) and the adjustments they recommend.

Examples of reasonable accommodations for mental illness

There is no fixed list. Adjustments are individual and depend on your role. The Australian Human Rights Commission guide for workers with mental illness sets out examples, and the US Job Accommodation Network catalogues more. Common ones, grouped by the problem they solve:

• Hours and attendance: a later start (useful if medication causes morning grogginess), a flexible or compressed schedule, a hybrid arrangement, time off for therapy or psychiatry appointments, and a graduated return after leave.
• Environment: a quieter desk or private space, noise-cancelling headphones, a white-noise generator, natural or task lighting, and a fixed desk instead of hot-desking.
• Communication and supervision: written instructions, advance meeting agendas, email or chat instead of unscheduled calls, regular structured check-ins, and constructive feedback in writing.
• Workload and memory: breaking large projects into steps, checklists, reminder apps, reprioritised or swapped non-essential tasks, and realistic deadlines.
• Breaks and coping: flexible or additional short breaks, permission to step away during a panic episode, and calls to a counsellor during work hours.
• Support: a mentor or job coach, a nominated support person, or a support animal where appropriate.

Many are cheap or free. For equipment and modifications, the Australian Government’s Employment Assistance Fund can pay the cost through JobAccess. Employers can call a JobAccess adviser on 1800 464 800.

Reasonable accommodation for anxiety: matching the adjustment to the type

Anxiety is not one condition, so one-size adjustments fail.

• Generalised anxiety disorder (GAD): workload predictability, clear priorities, fewer last-minute changes, and scheduled check-ins.
• Panic disorder: flexible breaks, a seat near an exit or a quiet room, and permission to leave a meeting without explanation.
• Social anxiety: agendas sent ahead, the option to join meetings virtually, written communication, and phased exposure to presenting or public-facing duties. SHRM describes advance agendas and phased onboarding as reasonable options.
• Anxiety triggered by a manager: an adjusted management style, different communication channels, or a changed reporting line. US commentary often says a new supervisor is not required. Australian law has no such blanket rule; in principle it asks whether the adjustment is reasonable and lets you meet the inherent requirements.

Working from home is the most contested request. An FWC decision reported in 2026 found an employer had reasonable business grounds to refuse fully remote work for an employee with ADHD and anxiety, after it had already reduced his hours and agreed to his doctor’s return-to-office trial. Lesson: a partial, well-documented solution often beats an all-or-nothing demand.

Reasonable accommodation for depression

Depression often affects energy, concentration, memory and sleep. Adjustments should target those symptoms.

Examples of reasonable accommodation for depression

• Low energy and fatigue: periodic rest breaks, task rotation, ergonomic seating, and a reduced or staggered schedule.
• Poor concentration: a quieter workspace, headphones, fewer interruptions, and flexible deadlines.
• Memory and organisation: written step-by-step instructions, checklists, project-management software, and regular check-ins.
• Sleep disruption or medication effects: a later start time or a hybrid schedule. Nolo’s guide also lists light-related adjustments such as relocating to a window or using a sun-simulating lamp.
• Episodes and recovery: defined leave, a graduated return, and reduced duties during treatment.

A case worth knowing. In Tropoulos v Journey Lawyers [2019] FCA 436, a lawyer with depression returned to a small firm after six months. The employer offered three alternate days a week, reduced responsibilities and further leave. The Court held that these were reasonable adjustments and that his preferred arrangement (half-days, his old role and salary) would have imposed unjustifiable hardship on the small practice. The analysis by Finlaysons draws two lessons: the employer’s ongoing communication with the employee and his treating practitioners was fundamental to its defence, and the doctor’s optimism had not been matched by a concrete return-to-work plan. A larger employer may find that defence harder.

PTSD accommodations at work (PTSD reasonable accommodation)

PTSD adjustments focus on predictability, safety and trigger management. The Queensland regulator’s guidance advises recovery plans that support predictability and minimise exposure to triggers, and asking workers what helps them feel safe. Practical examples:

• Advance notice of changes, meetings, restructures or site visits.
• Trigger reduction: a workstation positioned for a clear view of the entrance, reduced exposure to specific stimuli, or reassignment away from triggering duties or locations.
• Quiet space and breaks to regulate during flashbacks or hypervigilance.
• Flexible hours or remote work around sleep disruption and treatment sessions.
• Time off for therapy, with a phased return.
• A single point of contact for check-ins and clear, written plans.

Return to work matters. WorkSafe Tasmania’s PTSD guidance notes that waiting for full recovery before returning can delay recovery, and that employer-supported early return can help.

If work caused the PTSD (an incident, occupational violence or bullying), a workers’ compensation claim runs alongside, and often before, adjustments. Safe Work Australia data shows harassment and bullying account for 33.2% of serious mental stress claims and work pressure for 24.2%. In those cases the employer’s duty is also to fix the hazard, not only adjust around you.

How to ask for a reasonable adjustment: five steps

1. Get medical evidence that names the condition, describes functional limits and recommends specific adjustments.
2. Be specific. Say what you need, for how long, and how it helps you do your job. Offer a review date.
3. Put it in writing. If you are eligible under s 65 (disability, 12 months’ service), say it is a flexible working arrangement request; this starts the 21-day clock. Use the Fair Work Ombudsman’s guidance.
4. Engage in the discussion. Employers must genuinely consider your request. Offering alternatives is not failure. Refusing to provide any medical information can hurt you: the FWC reportedly upheld the dismissal of an employee with ADHD and anxiety who repeatedly declined to provide further medical information.
5. Review regularly. Needs change. JobAccess also publishes a conversation guide for employers and employees.

Sample wording: “I have a diagnosed anxiety disorder. My GP recommends starting at 10am and a quiet workspace. I’m requesting these for three months, then a review. I can provide a letter.”

You generally need to share only what the employer needs to understand your limits and the adjustments, not your full history. Privacy obligations also apply to how they handle it.

What your employer can refuse

An employer can lawfully say no when:

• you cannot perform the inherent requirements of the role even with adjustments;
• the adjustment would impose unjustifiable hardship (cost, disruption, size and resources are weighed); or
• for a s 65 request, there are reasonable business grounds, and the employer has followed the required process.

Process failures cost employers. In Chandler v Westpac [2025] FWC 3115, the FWC ordered the bank to grant a flexible work request after finding it had not complied with s 65A and had no reasonable business grounds. That was a carer’s request, not a disability one, and commentators stress it does not create a general right to work from home, but the process lessons apply to every request.

Working from home: where Australian law stands (November 2026)

• Federal law: no general right to work from home, but eligible employees, including those with a disability, can request it under s 65.
• Victoria: the Equal Opportunity Amendment (Work from Home) Bill 2026 would give eligible employees a right to work from home up to two days a week where reasonable. It was introduced on 16 June 2026 and passed the Legislative Assembly on 30 July, but the Legislative Council has deferred further consideration until a select committee reports. Reports say the start date has been pushed to July 2027, and a Victorian state election is due on 28 November 2026. As at the latest sources I found (late October 2026), it was not yet law. Check the bill’s status before relying on it.

Even if passed, the Victorian right would sit alongside, not replace, disability adjustments.

If your request is refused

1. Ask for the reasons in writing and any alternatives the employer considered.
2. Request an internal review and keep all communications.
3. Call the Fair Work Infoline on 13 13 94 about a flexible work dispute. You can apply to the FWC to deal with it.
4. Consider an Australian Human Rights Commission complaint for disability discrimination. Complaints are generally lodged within 24 months, so check the current rules.
5. Watch the short deadlines. Unfair dismissal and general protections claims involving dismissal generally have a 21-day limit.
6. Get advice from a union, community legal centre or employment lawyer.

What Australians are asking (and what helps)

Public forums show the same sticking points. One Beyond Blue Forums thread describes an employee returning after anxiety and depression who faced three problems. These are anecdotal, but they are common.

• “My employer wants its own assessment even though my doctor cleared me.” Employers can ask for relevant medical information, but responses should be proportionate and timely. Ask them to state what information they need and why.
• “I can’t report to the manager who triggers my anxiety.” This is a request for an adjustment, not an automatic entitlement. Frame it around your functional limits and the inherent requirements, and offer options (different reporting line, mediation, adjusted communication).
• “I’m stuck in temporary placements.” Ask for a written plan with an end date and a review.
• “Which law applies to me?” Often more than one (see above). A union or community legal centre can help you choose the right pathway.

Frequently asked questions

Is anxiety a disability in Australia? A diagnosed anxiety disorder that affects your functioning can be. Ordinary stress usually is not, so evidence matters.

Can my employer fire me for having anxiety, depression or PTSD? Not because of the condition. But it can act if you cannot meet the inherent requirements even with reasonable adjustments, or for unrelated reasons such as misconduct. Get advice quickly, as deadlines are short.

Do I have to tell my employer my diagnosis? Only as much as needed to explain your limits and the adjustments you need.

Does a doctor’s note guarantee working from home? No. It helps, but the employer can consider reasonable business grounds or unjustifiable hardship.

Who pays for equipment? The employer may be eligible for funding through the Employment Assistance Fund via JobAccess.

Where to get help

• JobAccess: 1800 464 800 (advice and funding for workplace adjustments)
• Fair Work Infoline: 13 13 94
• Australian Human Rights Commission: disability discrimination complaints
• Beyond Blue: 1300 22 4636 and Lifeline: 13 11 14 (if you are struggling now)
• Mentally Healthy Workplaces: guidance on reasonable adjustments

This article is general information for Australian readers, not legal advice. Laws and decisions change; confirm the current position with the Fair Work Ombudsman, the Australian Human Rights Commission or a qualified lawyer.