Can I refuse to work weekends as a reasonable adjustment?

The Short Answer

In most cases, no, you cannot simply “refuse” to work weekends if it is a core term of your contract. However, you can request an adjustment to your shift pattern if your disability makes weekend work specifically difficult (e.g. lack of public transport, medication timing, or fatigue).

The Legal Context

Under the Equality Act 2010, employers must make “reasonable adjustments”. Removing a core part of the job (like working when the business is open) is often argued as unreasonable by employers.

• Case Law: Courts have generally held that if a business requires weekend coverage (e.g. retail, healthcare, hospitality), sharing that burden among staff is a legitimate aim.
• Indirect Discrimination: If a policy (e.g. “everyone works Saturdays”) disadvantages you due to your disability, it must be justified.

When it might be Reasonable

• Medical Necessity: If you have a condition requiring specific rest periods that only weekends can provide (though this is rare).
• Religious Observance: If you cannot work Sabbath (Saturday/Sunday), this falls under Religion & Belief protection, though it is still subject to business needs.
• Transport: If you rely on public transport to get to work and it does not run on Sundays.

Better Alternatives to “Refusal”

Instead of a blanket refusal, try these requests:

1. Fixed Rota: “Can I work fixed Saturdays (e.g. 1 in 4) to plan my fatigue management?”
2. Swap System: “Can I trade my Sunday shifts for Friday late shifts?”
3. Compressed Hours: “Can I work my hours Mon-Fri?”

Employer Perspective

Employers often refuse this because it breeds resentment. If you don’t work weekends, your colleagues must work more weekends. This “impact on others” can make the adjustment unreasonable.