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.

Reasonable adjustments: what you can ask for and how to ask

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

Legal rights

Equality Act 2010 and reasonable adjustments in the UK

Types of adjustment

What you can ask for: environment, schedule, communication

How to request

Practical steps for making the request and following up

What are reasonable adjustments?

The legal definition (UK)

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)

Worth knowing

  • Most adjustments cost little or nothing
  • They level the playing field, not an unfair advantage
  • Cognitive and neurological differences are covered, not just physical
  • Can be temporary or situation-specific

Common misconceptions

The myth

  • Adjustments are expensive
  • They give unfair advantages
  • Only physical disabilities need adjustments
  • They lower work standards
  • They're only ever permanent

The reality

  • Most adjustments cost little to nothing
  • They level the playing field
  • Cognitive differences are explicitly covered
  • They help maintain high performance
  • Can be temporary or task-specific

Legal rights and protections (UK)

Equality Act 2010

Coverage and duty (England, Scotland, Wales)

  • Applies to all employers, with 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 (autism, ADHD, dyslexia) when they meet the legal definition
  • 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; no formal process required
  • Employers may ask for evidence to understand what adjustments are needed
  • Access to Work (government grant) can supplement employer adjustments

Northern Ireland and key UK resources

Northern Ireland

  • Similar protections under the Disability Discrimination Act 1995 (as applied in NI)
  • Equality Commission for Northern Ireland: guidance and disputes
  • Access to Work equivalent: 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 adjustment

Environmental adjustments

Sensory

  • Quiet workspace or private office
  • Noise-cancelling 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 exits or quiet areas
  • Clutter-free, organised space

Technology

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

Schedule and time adjustments

Flexible scheduling

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

Breaks and time management

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

Communication and task adjustments

Communication support

  • Written instructions and feedback
  • Regular one-to-one meetings
  • Clear, direct communication
  • Email preferred over phone calls
  • Advance 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 adjustment for many neurodivergent employees, offering control over environment, reduced sensory overload, and removal of commute stress.

Full remote

Complete work-from-home 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 reasonable adjustments

Step-by-step process

1

Identify your needs

Think through what barriers you face and what adjustments would let you do your job effectively.

2

Review the job description

Understand which tasks are essential so you can focus your request appropriately.

3

Research possible solutions

Think about a few options to show flexibility and make it easier for your employer to say yes.

4

Make the request

Contact HR or your line manager. Submit in writing so there's a clear record of what was agreed.

5

Discuss and agree

Work with your employer to agree practical, reasonable adjustments. There's no set process; a clear conversation followed by a written summary is enough.

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. 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 evidence

When evidence may be needed

  • Disability is not obvious or known to the employer
  • Connection between condition and adjustment need is unclear
  • Employer has reasonable doubts about the situation
  • Requested adjustment seems unrelated to known limitations

What to include

  • Confirmation of disability or condition status
  • Functional limitations related to work
  • How the adjustment addresses those limitations
  • Expected duration of the need
  • Professional credentials of the provider

Making adjustments work over time

Reviewing what's in place

Regular check-ins

  • Monthly check-ins during any trial period
  • Quarterly reviews for established adjustments
  • Annual formal evaluation
  • Ad hoc reviews if your role changes
  • Document what works and what doesn't

When things change

  • Job role changes may require updated adjustments
  • New technology may offer better solutions
  • Personal circumstances can shift what's needed
  • Workplace changes can affect what works

When adjustments aren't working

Common issues and what to do

  • Partially effective: Modify or supplement the existing adjustment
  • Technical problems: Explore alternative tools or support
  • Team resistance: Request education or guidance for colleagues
  • Cost concerns: Look into Access to Work funding or lower-cost alternatives
  • Needs have changed: Reassess and request an updated plan

UK resources and support

Adjustment and employment support (UK)

  • 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
  • EHRC: employer guidance and codes of practice
  • 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 or failure to adjust
  • Citizens Advice: free, confidential advice
  • Scope and Disability Rights UK: information and campaigns

Neurodiversity-specific (UK)

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

Tools and technology

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

Find employers who've already answered questions about adjustments

Every employer on NHN had to answer real questions about reasonable adjustments, flexibility, and sensory-friendly workplaces before listing a role.