UK only. This guide describes law and practice in the United Kingdom (Equality Act 2010 in England, Scotland and Wales; similar protections apply in Northern Ireland under separate legislation). It is not legal advice. If you are outside the UK, different laws will apply.

Workplace accommodations — what to ask for (and why it matters)

Types of adjustments that help ADHD, autistic, and dyslexic employees — plus how UK law frames reasonable adjustments at work.

Legal Rights

Equality Act 2010 and reasonable adjustments (UK)

Accommodation Types

Comprehensive overview of workplace accommodations

Implementation

Practical steps for requesting and implementing accommodations

Understanding Workplace Accommodations

What Are Reasonable Adjustments?

In the UK, reasonable adjustments are changes an employer must make so that a disabled person is not put at a substantial disadvantage compared with non-disabled people. They can apply to how you work, the workplace, or the way things are done.

Key Principles (UK)

Remove or reduce disadvantage caused by a provision, practice, or physical feature
Apply to job applicants and employees (including workers, trainees, apprentices)
Employer must take such steps as are reasonable
Not required if the step would not be reasonable (e.g. disproportionate cost or disruption)

Benefits for Everyone

Improved productivity and job satisfaction
Enhanced workplace culture and inclusion
Reduced employee turnover and training costs
Innovation through diverse perspectives

Common Misconceptions

❌ Myth

• Accommodations are expensive
• They give unfair advantages
• Only physical disabilities need accommodations
• Accommodations lower work standards
• They're only needed permanently

✅ Reality

• Most accommodations cost little to nothing
• They level the playing field
• Cognitive differences often need support
• They help maintain high performance
• Can be temporary or situation-specific

Legal Rights and Protections (UK)

Equality Act 2010

Coverage and duty (England, Scotland, Wales)

• Applies to all employers; no minimum number of employees
• Protects people with a disability (physical or mental impairment with substantial, long-term adverse effect on day-to-day activities)
• Includes many neurodivergent conditions (e.g. autism, ADHD, dyslexia) when they meet the definition
• Protects against discrimination and requires reasonable adjustments where a disabled person would otherwise be at a substantial disadvantage

Your role

• You may need to tell your employer about your disability and how it affects you
• Discussing what would help is usually the first step; you don’t always need a formal “request”
• Employers may ask for evidence or information to understand what adjustments are needed
• You can get support from Access to Work (government grant) as well as employer adjustments

Northern Ireland and key UK resources

Northern Ireland

• Similar protections under the Disability Discrimination Act 1995 (as applied in NI) and related law
• Equality Commission for Northern Ireland provides guidance and can help with disputes
• Access to Work equivalent: different system; check NI government and disability services

Key UK resources

• Equality and Human Rights Commission (EHRC) – guidance and enforcement (GB)
• ACAS – free advice on employment rights and disputes
• GOV.UK – reasonable adjustments, Access to Work, discrimination
• Citizens Advice – local and online advice

Types of Workplace Accommodations

Environmental Accommodations

Sensory Modifications

• Quiet workspace or private office
• Noise-canceling headphones
• Adjustable lighting controls
• Temperature control options
• Reduced visual distractions
• Sound masking or white noise

Physical Workspace

• Ergonomic furniture and equipment
• Standing or adjustable desk
• Alternative seating options
• Proximity to restrooms or exits
• Clutter-free, organised space
• Personal workspace customization

Technology Enhancements

• Larger or multiple monitors
• Voice recognition software
• Screen readers and magnifiers
• Specialised keyboards or mice
• Task and time management apps
• Calendar and reminder systems

Schedule and Time Accommodations

Flexible Scheduling

• Flexible start and end times
• Compressed work week options
• Part-time or reduced hours
• Job sharing arrangements
• Predictable, consistent schedules
• Advanced notice of schedule changes

Break and Time Management

• Additional or longer breaks
• Flexible lunch times
• Time for medical appointments
• Extended deadlines when reasonable
• Time to decompress between tasks
• Structured break schedules

Communication and Task Accommodations

Communication Support

• Written instructions and feedback
• Regular one-on-one meetings
• Clear, direct communication style
• Email preferred over phone calls
• Advanced agenda for meetings
• Permission to record meetings

Task Modifications

• Breaking complex tasks into steps
• Priority task lists and deadlines
• Reduced interruptions during focus work
• Job task restructuring
• Additional training time
• Mentorship or job coaching

Remote Work and Hybrid Options

Remote work can be an effective accommodation for many neurodivergent employees, offering control over environment, reduced sensory overload, and elimination of commute stress.

Full Remote

Complete work-from-home arrangement with occasional office visits

Hybrid Schedule

Split time between home and office based on tasks and preferences

Flexible Location

Choose work location based on daily needs and energy levels

How to Request Workplace Accommodations

Step-by-Step Process

Identify Your Needs

Assess what barriers you face and what accommodations would help you perform your job effectively.

Review Job Description

Understand essential job functions vs. marginal tasks to focus accommodation requests appropriately.

Research Solutions

Explore potential accommodations and their implementation. Consider multiple options to show flexibility.

Make the Request

Contact HR or your supervisor to formally request accommodations. Submit in writing for documentation.

Discuss and agree adjustments

Work with your employer to agree effective, reasonable adjustments. There is no set process, but a clear discussion and follow-up in writing helps.

Sample request (UK)

Email template

Subject: Request for reasonable adjustments (Equality Act 2010)

Dear [Manager/HR Representative],

I am writing to request reasonable adjustments under the Equality Act 2010. I have [a disability / a condition that meets the legal definition of disability] that affects my ability to [specific work function].

To perform my job effectively, I am requesting the following adjustment(s): [specific request with brief explanation of how it would reduce the disadvantage].

I believe these adjustments are reasonable and would enable me to carry out my role. I am happy to discuss this and consider alternatives that work for both of us. I can provide further information or evidence if needed and am available to meet at your convenience.

Thank you for your consideration.

Yours sincerely,
[Your name]

Documentation and Medical Information

When Documentation is Needed

• Disability is not obvious or known to employer
• Connection between disability and accommodation need is unclear
• Employer has reasonable doubts about disability status
• Requested accommodation seems unrelated to known limitations

What to Include

• Confirmation of disability status
• Functional limitations related to work
• How accommodation addresses limitations
• Duration of accommodation need
• Professional credentials of provider

Implementation and Ongoing Evaluation

Successful Implementation Strategies

Trial Periods

• Start with temporary implementation
• Set specific trial timeframes
• Define success metrics
• Plan regular check-ins
• Document what works and what doesn't

Team Communication

• Explain accommodations to relevant team members
• Address questions and concerns proactively
• Maintain employee's privacy preferences
• Ensure consistent implementation
• Create supportive team culture

Monitoring and Adjustments

Regular Reviews

Accommodations should be reviewed periodically to ensure they remain effective:

• Monthly check-ins during trial period
• Quarterly reviews for established accommodations
• Annual formal evaluation
• Ad hoc reviews when job duties change

Making Adjustments

Accommodations can be modified as needs change:

• Job role evolution may require updates
• Technology improvements may offer better solutions
• Personal circumstances may change needs
• Workplace changes may affect accommodation effectiveness

When Accommodations Don't Work

Common Issues and Solutions

• Partial effectiveness: Modify or supplement existing accommodations
• Technical problems: Explore alternative technology or support options
• Team resistance: Provide education and training to colleagues
• Cost concerns: Research funding sources or lower-cost alternatives
• Changing needs: Reassess and update accommodation plan

Resources and Support

UK accommodation and employment support

• GOV.UK – Reasonable adjustments for disabled workers
• Access to Work – government grant for support, equipment, travel (England, Scotland, Wales)
• ACAS – workplace adjustments guidance and helpline
• Equality and Human Rights Commission (EHRC) – employer guidance and codes
• Disability Confident – employer scheme and resources

Legal and advocacy (UK)

• Equality and Human Rights Commission (EHRC) – enforcement, advice (GB)
• Equality Commission for Northern Ireland (NI)
• Employment tribunals – claims for discrimination / failure to make reasonable adjustments
• Citizens Advice – free, confidential advice
• Scope, Disability Rights UK – information and campaigns

Neurodiversity-specific (UK)

• National Autistic Society – employment and adjustments
• ADHD UK and similar – support and workplace information
• British Dyslexia Association – workplace and assessment
• Local neurodiversity and disability employment programmes
• Peer support and neurodiversity networks

Technology and Tools

• Assistive technology vendors
• Productivity and organisation apps
• Sensory accommodation products
• Ergonomic equipment suppliers
• Communication and collaboration tools

Ready to request reasonable adjustments?

In the UK, the right to reasonable adjustments comes from the Equality Act 2010 (and equivalent law in Northern Ireland). The process should be collaborative; successful adjustments help both you and your employer and support more inclusive workplaces. This guide is for the UK only and is not legal advice.

Workplace AdjustmentsEquality Act 2010Inclusive EmploymentNeurodiversity Support (UK)